Personal Leadership Development Plan. Dave Forsberg Bethel University BUSN 600 Foundations of Business 3/20/2011

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Personal Leadership Development Plan. Dave Forsberg Bethel University BUSN 600 Foundations of Business 3/20/2011"

Transcription

1 Personal Leadership Development Plan Dave Forsberg Bethel University BUSN 600 Foundations of Business 3/20/2011

2 The Personal Leadership Development Plan will serve as my guide to personal and leadership growth. My focus is to become a value-based leader by serving my family, company, and community. I will take a critical review of how my strengths and development needs will affect these aspirations. Part 1 - Self-Assessment The review of the three assessments provided some revealing insights into my strengths and development areas as a values based leader. I discovered that I have established a core component of the 4-R model with my D.I.C.E relationship configuration. My strengths in the relationship area were recognized and validated by my leadership and peer groups. However, moving forward I need to create opportunities to learn and demonstrate effective abilities in the roles and responsibilities segment of the model. My priorities in life are structured as follows: my relationships with family and friends, my career and the community. My relationship with God has evolved over the past 25 years. I have maintained a strong personal relationship with God through engaging in daily dialogue and prayer. This open door policy is the foundation of the relationship role. Dynamic determination is my internal motor that pushes me to achieve my goals. The 360 feedback indicated that sustained determination was a recognized strength. It stated that I demonstrated energy and enthusiasm for my work, persisted in the face of obstacles, and believe that future challenges will be met successfully. My arranger and responsibility themes spoke to this relationship as well. When these themes align, they allow me to have the resolve to follow through on the numerous engagements I have undertaken. My determination will be critical in realizing my personal, professional, and community goals. Intellectual flexibility is critical for thought leadership. It provides me with the ability to take in a substantial amount of information, synthesize it, and then determine the best course of action to take. My colleagues indicated that I consistently ask questions, seek new knowledge, learn from past success 2

3 and mistakes, and am always open to new ideas. I am naïve enough to try almost any approach to a situation or problem. This has helped me to find unique solutions and maneuver difficult projects since I openly try different action plans to see what will be effective. These behaviors are all natural instincts stemming from my learner strength. I have an internal drive to learn. Target s leaders have recognized this theme as my signature strength. As a result, in 2011 they will be opening doors for me to grow and support the organization in new ways. My emotional EQ also revealed this aptitude by scoring high for flexibility. This shows that I have an effective ability to adjust thoughts to changing situations and conditions and am open-minded to differing opinions and ways of thinking. This strength is an incredible resource; however, it will drive me to seek new professional experiences in different areas of the company that can stimulate my interests. Character is the foundation that I have built my reputation on. I take personal accountability very seriously. Without character, my effectiveness as a values-based leader would not be possible. I appreciated and was humbled by the recognition that my leaders and peers indicated character as my top strength. I take pride in keeping promises, acting with integrity and always taking the responsibility for my actions. I find it very unfortunate when I see others failing to live up to higher standards. This element of the D.I.C.E is connected to my responsibility strength. Gallop states that those individuals with this strength take psychological ownership for anything they commit to and are emotionally bound to follow it through to completion. While I still consider this a strength, I have to remain aware that at times this strength will push me too hard to follow through on commitments. Lastly, BarOn revealed social responsibility is linked to my character as I am looking for ways to contribute to the community at large. I am actively seeking a role in local government. This experience will provide a great resource for developing the direction setter and change agent roles. Emotional maturity is my strength to connect, understand, and engage with the world. My relator strength coupled with my Empathy and Emotional self-awareness creates powerful tools to 3

4 engage in difficult situations in both the private and public arenas. In the work setting, this strength allows me to remain calm and resourceful in stressful situations. This is invaluable, as I typically do not succumb to rash decision making that can be crippling if it is a consistent theme in your execution capabilities. In my personal life, it allows me to be an understanding husband and friend. Empathy and emotional self-awareness are also strong traits. Having the awareness and appreciation of the feelings of others combined with my own comfort level of expressing my feelings has allowed me to connect with people in deep and meaningful ways. As a result, I often forge deep connections with people and learn a lot more about who they and how I can serve them in their own journey. My relator theme also plays a key role because people feel comfortable talking to me as a trusted confidant and friend. My relationship to God and my D.I.C.E foundation allow me to engage and utilize my collaborative quotient. The 360 feedback confirmed that my approach is positive and that I can create the networks and partnerships that deliver results. I accomplish this by earning the trust and respect of my colleagues. The assessments indicated that I successfully form agreeable relationships and alliances. I am interested in contributing to a larger narrative of life and realizing this will only be possible through the partnerships I create. I enjoy being a part of team and collectively working for something bigger than ourselves. While my D.I.C.E foundation is strong, I have development opportunities for the some of the roles and responsibilities. In the short term, I will have to focus on influencing without authority in the workplace. My specific development needs are for the roles of direction setter, change agent, and coach. I will also need to work on the responsibility themes of vision casting, aligning, and motivating. First, I believe that my 360 feedback did not rate me as favorably for the roles of direction setter and change agent since I am not in the traditional management role. Regardless, I need to invest more time into thought leadership regarding the direction my company is headed. Taking this approach will 4

5 also develop my vision-casting skills as it will incorporate the company s vision into new actionable steps. This will involve being more intentional in making process improvements and recognizing business opportunities that are not under my direct management. The lack of a Driving theme from Strengths Finder also fits this assessment, as I will need to take better ownership of the company s direction. I also need to evolve in the change agent role. This will involve identifying obstacles to change in our organization. When I recognize obstacles, I have to take action and not wait for it. I can actively promote new solutions or ask to head a new project team, anything to drive our change efforts. Without a formal position of authority I have sometimes waited for the direction. This will no longer be acceptable. Forming and driving new project teams will also allow me to develop my aligning responsibility. Success will only be possible if I am leading everyone towards the same goal. The last role that I want to challenge myself to improve in is coaching. Effective coaching is the key to developing an organization and society full of leaders. In light of the 4-R model and values-based leadership, I think it is even more important as to the how we develop those individuals. I take a very active role in developing relationships with my friends, peers and cross-functional partners. My social responsibility and interpersonal relationships allow these relationships to develop organically; and a deeper connection is made possible through my relator strength. However, I need to take more ownership of sharing my experience and expertise with these individuals. I will work on energizing my colleagues to reach key benchmarks. My ability to encourage comes through in my passion for what I am working on. When engaged with a new issue or situation, I feel like my enthusiasm is contagious. I need to be more thoughtful in asking the right questions instead of providing the answer when questioned. This will allow my peers to think critically on the issues rather than seek me out for the solution. I believe I have an incredible capacity to teach and therefore need to evaluate my approach to 5

6 this role moving forward. To be better equipped for this endeavor, I also need to start working regularly with my own coach. This will provide some powerful insight into the mentee/mentor relationship. The conclusion of the 4-R model is the results that my relationships, roles, and responsibilities allow me to achieve. The 360 feedback revealed that I drive results. My D.I.C.E foundation will allow me to continuously achieve the goals that I have set. Though I have some development needs in the roles and responsibility section of the model, I believe these are rough edges and not fatal flaws. I will use my relationship strengths outlined above to help round out some of these edges while remaining committed to maximizing my strengths. Step 2: Ten Questions 1. How do I fulfill my true potential? I believe all that God is doing in my life has a purpose. Constantly striving to better myself will allow me to maximize the strengths He has provided. 2. Am I constantly challenging myself to grow personally and professionally? Goal setting has been a key instrument in my development. I believe Bethel s MBA program will also provide a good framework for both areas. 3. Have I created a healthy life-work balance? My family is my first priority. Constant consideration of what my commitments will require will be the key for maintaining a healthy balance. 4. How do I demonstrate the roles of direction setter and change agent in my company from a position that has no executive powers? I have to demonstrate influencing without authority on a daily basis. Understanding and taking action on my organizations obstacles before directed will be a starting point. 5. How can I use strengths to contribute to a larger narrative? I want to use my strengths to obtain a more formal leadership role in my community. 6. Am I passionately engaged with my current career choice? Passion is a key ingredient for long-term success. While I am currently enjoying my role, I am looking at where my passion resides and how to align that with a new role. 6

7 7. What parts of my 360-feedback assessment are fatal flaws or rough edges? The feedback reveals only rough edges. However, I will take ownership to develop my roles and responsibilities to evolve and grow as a values-based leader. 8. How do I develop my abilities as a mentor/coach? I need more experience in this capacity. Therefore, I will actively seek out a mentoring opportunity. 9. Who will hold me accountable in my development? I will rely on my wife, close friends and peers that know me well. They will provide me with great feedback and direction on this journey. 10. Can formal leadership roles be achieved organically? Self-promotion is not in my DNA. I am team focused over individual interest. However, I am optimistic that in the right organization this is possible Step 3 Goals 1. By July 2014, I will be a father and therefore I will need to be creating the healthy balance for my life-work commitments to ensure that I am maximizing all of my relationships. Plan of Action A. By September 2011, I will have specific plans in place to ensure that I am spending quality time with family and friends. With my career on an upward trajectory and an intense MBA program, it is critical to manage my time effectively. I will set one night a week aside for time to be with my wife. She is my rock and I need to be support her in her endeavors. B. By March 2012, I will have a routine in place for family and friends to keep those relationships strong. I will create one event a month to get together with friends and family. Additionally, I will be reviewing my relationship with God to ensure this area is growing as well. C. By March 2014, I plan to be a father. I want to have created a career where I can ensure that I have the time to be present for my wife and my child. I want to be an engaged and active husband and dad. This will involve being very particular in what job opportunities I take and the requirements that will be necessary. I will strive for the life-career balance and will be as prepared as I can be. 2. By July 2014, I will have successfully served a two-year commitment to my community by serving on a city commission. This will help develop my direction setter and vision casting roles. Plan of Action 7

8 A. By September 2011, I will apply for a position on one of my city s commissions. I will focus on either the economic development or planning commission. B. By March 2012, I will have gained acceptance to one of the above commissions and will be an active member driving and leading community development initiatives. C. By March 2014, I will have successfully completed 2 years on the commission. To drive further engagement, I will run for city council to create more opportunities for community leadership that will entail maximizing the direction setter and vision casting roles and responsibilities. 3. By July 2014, I will have successfully transitioned into my company s government affairs or grocery pyramids to maximize and align my strengths. Both areas will be growing in the years to come and each present unique opportunities to challenge and develop several of my leadership components. Plan of Action A. By September 2011, I will have established contacts in each of the respective areas that will provide information regarding all relevant projects, job opportunities, and challenges in these areas. B. By March 2012, I will have earned a promotion to the next level in my current area. This promotion will set me up to move into a formal leadership position in one of these two identified areas. C. By March 2014, I will be interviewing for a position in one of these areas. By already being in an official leadership position in my current area, I will be ready to assume the roles of direction setter and change agent in these new developing areas. 4. By June 2014, I will have successfully established myself as a mentor captain within my organization. This will help me develop in the coach role and allow me to take more ownership of developing future leaders. Plan of Action A. By September 2011, I will be selected as a mentor for a new team member from the July 2010 training class. B. By March 2012, I will have completed mentoring my first official team member and looking for my next opportunity. In between these opportunities, I will be reviewing my approach in this capacity based on the feedback from follow up surveys that my mentee will complete. I will create action plans to address any key development opportunities. C. By March 2014, I will be a mentor captain for my pyramid. This will be the result of successfully mentoring 3-4 team members over the course of 2 years. At this point, I see my coaching role and motivating responsibility evolving to confirmed strengths. 8

9 Part 4 10 Resources 1. My Wife As my most trusted confidant, I always benefit from her knowledge and advice. 2. My Mentor/Coach This individual will provide me with constructive feedback for my personal and professional goals. This person will also be my key resource for how I approach and develop in my mentor role for others. 3. My Faith A powerful resource for wisdom, inspiration, and guidance. 4. My Personal Board of Directors This group will be resources for walking through strategy, holding me accountable for my stated objectives, and providing important feedback. 5. The Bethel MBA program I look to Bethel to provide a well-rounded curriculum and strong learning that will translate to actionable knowledge that I can use daily at home and work. 6. My MBO Cohort I look to my cohort to provide personal experience and insight views throughout our entire journey. 7. My Strengths Finder Results I will maximize my known strengths to achieve results in all areas of my life. 8. Meditations Marcus Aurelius A guide to practical wisdom for everyday life. to get back up when you fail, to celebrate behaving like a human-however imperfectly-and fully embrace the pursuit that you ve embarked on. 9. Mind Power Techniques to Harness the Astounding Powers of Thought John Kehoe Great insight into the power of the mind. It provides a practical guide into understanding our consciousness, reality, affirmations, and much more. 10. The Wall Street Journal Though this selection is not original, it is an excellent resource for daily use and insight. 9

10 References Hays, G. (2002). Marcus Aurelius: Meditations. New York: Random House, Inc. ISBN: Rath, T. (2007). Strengths Finder 2.0. New York: Gallup Press. ISBN:

Emotional-Social Intelligence Index

Emotional-Social Intelligence Index Emotional-Social Intelligence Index Sample Report Platform Taken On : Date & Time Taken : Assessment Duration : - 09:40 AM (Eastern Time) 8 Minutes When it comes to happiness and success in life, Emotional-Social

More information

The Global AIESEC Leadership Initiative. Leadership for a Better World

The Global AIESEC Leadership Initiative. Leadership for a Better World The Global AIESEC Leadership Initiative 00 Leadership for a Better World 1" The Global AIESEC Leadership Initiative AIESEC youth and AIESEC alumni develop and activate leaders for a better world. Developing

More information

The Global AIESEC Leadership Initiative. Leadership for a Better World

The Global AIESEC Leadership Initiative. Leadership for a Better World The Global AIESEC Leadership Initiative 00 Leadership for a Better World 1 The Global AIESEC Leadership Initiative AIESEC youth and AIESEC alumni develop and activate leaders for a better world. Developing

More information

The Global AIESEC Leadership Initiative. Leadership for a Better World

The Global AIESEC Leadership Initiative. Leadership for a Better World The Global AIESEC Leadership Initiative 00 Leadership for a Better World 1 The Global AIESEC Leadership Initiative AIESEC youth and AIESEC alumni develop and activate leaders for a better world. Developing

More information

What is Relationship Coaching? Dos and Don tsof Relationship Coaching RCI Continuing Education presentation

What is Relationship Coaching? Dos and Don tsof Relationship Coaching RCI Continuing Education presentation What is Relationship Coaching? Dos and Don tsof Relationship Coaching RCI Continuing Education presentation David Steele and Susan Ortolano According to the International Coach Federation professional

More information

The Attribute Index - Leadership

The Attribute Index - Leadership 26-Jan-2007 0.88 / 0.74 The Attribute Index - Leadership Innermetrix, Inc. Innermetrix Talent Profile of Innermetrix, Inc. http://www.innermetrix.cc/ The Attribute Index - Leadership Patterns Patterns

More information

Father of Strengths Psychology and Inventor of CliftonStrengths

Father of Strengths Psychology and Inventor of CliftonStrengths Erik Peterson Your Theme Sequence DON CLIFTON Father of Strengths Psychology and Inventor of CliftonStrengths 1 Erik Peterson Your Theme Sequence report presents the 34 themes of talent, in the rank order

More information

COACH WORKPLACE REPORT. Jane Doe. Sample Report July 18, Copyright 2011 Multi-Health Systems Inc. All rights reserved.

COACH WORKPLACE REPORT. Jane Doe. Sample Report July 18, Copyright 2011 Multi-Health Systems Inc. All rights reserved. COACH WORKPLACE REPORT Jane Doe Sample Report July 8, 0 Copyright 0 Multi-Health Systems Inc. All rights reserved. Response Style Explained Indicates the need for further examination possible validity

More information

The Art of Empowerment. Lynn E. Lawrence, CMSgt(ret), USAF CPOT, ABOC, COA, OSC Consultant

The Art of Empowerment. Lynn E. Lawrence, CMSgt(ret), USAF CPOT, ABOC, COA, OSC Consultant The Art of Empowerment Lynn E. Lawrence, CMSgt(ret), USAF CPOT, ABOC, COA, OSC Consultant Quote If your actions inspire others to dream more, learn more, do more and become more, you are a leader. John

More information

THE INTEGRITY PROFILING SYSTEM

THE INTEGRITY PROFILING SYSTEM THE INTEGRITY PROFILING SYSTEM The Integrity Profiling System which Soft Skills has produced is the result of a world first research into leadership and integrity in Australia. Where we established what

More information

Volunteering in sport A framework for volunteering: at the heart of Scottish sport

Volunteering in sport A framework for volunteering: at the heart of Scottish sport Volunteering in sport 2011-2015 A framework for volunteering: at the heart of Scottish sport Introduction Welcome to Volunteering in sport 2011-2015. This framework is a key part of sportscotland s commitment

More information

TOP LISTS FORG R E AT COACHING

TOP LISTS FORG R E AT COACHING G R E AT Principles of LEARNING, CHANGE & DEVELOPMENT The paramount objective of coaches is to help those they coach gain new knowledge about themselves and their world, and use this knowledge to improve

More information

Keys to Being a Successful Leader

Keys to Being a Successful Leader FEDERER PERFORMANCE MANAGEMENT GROUP, LLC TRANSFORMING VISIONS INTO RESULTS WHITE PAPER Keys to Being a Successful Leader Introduction Why is it that some people are successful in leadership roles, while

More information

TTI Emotional Quotient TM

TTI Emotional Quotient TM TTI Emotional Quotient TM "He who knows others is learned. He who knows himself is wise." Lao Tse Sally Sample ABC Company 7-29-2009 Copyright 2007-2009. EQmentor, Inc. & Target Training International,

More information

Emotional Quotient. Megan Nice. Owner Sample Co Your Address Here Your Phone Number Here Your Address Here

Emotional Quotient. Megan Nice. Owner Sample Co Your Address Here Your Phone Number Here Your  Address Here Emotional Quotient Owner Sample Co. 5-22-2013 Introduction The Emotional Quotient report looks at a person's emotional intelligence, which is the ability to sense, understand and effectively apply the

More information

Candidate: Joanne Sample Company: Abc Chemicals Job Title: Chief Quality Assurance Date: Jan. 29, 2017

Candidate: Joanne Sample Company: Abc Chemicals Job Title: Chief Quality Assurance Date: Jan. 29, 2017 EMOTIONAL QUOTIENT Candidate: Company: Abc Chemicals Job Title: Chief Quality Assurance Date: Jan. 29, 2017 Emotional Quotient distributed by: Aptitude Analytics 1385 Highway 35. Suite 118 Middletown NJ

More information

Strength Report The Art of Strength and Conditioning Coaching: Beyond the Sets and Reps (Part II) By: Mike Gentry Copyright American Football Monthly

Strength Report The Art of Strength and Conditioning Coaching: Beyond the Sets and Reps (Part II) By: Mike Gentry Copyright American Football Monthly Strength Report The Art of Strength and Conditioning Coaching: Beyond the Sets and Reps (Part II) By: Mike Gentry Copyright American Football Monthly I believe your program s success will be impacted as

More information

Strengths Finder. Profile 2.0

Strengths Finder. Profile 2.0 Strengths Finder Profile 2.0 Strengths Finder Scott Stockton Professional Advantage Consulting Training Development Leadership/Management Customer Service T 3842 Harlem Rd. Suite 400-150 Buffalo, NY 14215

More information

The Psychological drivers that propel and sustain women and men into leadership positions.

The Psychological drivers that propel and sustain women and men into leadership positions. PILOT RESEARCH SUMMARY The Psychological drivers that propel and sustain women and men into leadership positions. June 2017 Marie Burns BSc Hons, MSc, Ch Psych. OVERVIEW Despite the benefits of a strong,

More information

TTI Success Insights Emotional Quotient Version

TTI Success Insights Emotional Quotient Version TTI Success Insights Emotional Quotient Version 2-2-2011 Scottsdale, Arizona INTRODUCTION The Emotional Quotient report looks at a person's emotional intelligence, which is the ability to sense, understand

More information

Team Acceleration Guide

Team Acceleration Guide Degrees of Strength Team Acceleration Guide www.degreesofstrength.com 2012 Verus Global Inc. All Rights Reserved. 1 Use this guide to develop and accelerate... (Guide pages 3-8) (Guide pages 8-9) (Guide

More information

An Active Inclusive Capital. A Strategic Plan of Action for Disability in London

An Active Inclusive Capital. A Strategic Plan of Action for Disability in London An Active Inclusive Capital A Strategic Plan of Action for Disability in London Angus Robertson Director of Operations, London Sport In 2015, London s Blueprint for a Physically Active City was launched,

More information

Emotional Intelligence Certification EQ-i 2.0 EQ360

Emotional Intelligence Certification EQ-i 2.0 EQ360 Emotional Intelligence Certification EQ-i 2.0 EQ360 Neural Networks Consulting 2017. Commercial in Confidence Emotional Intelligence Emotional Intelligence (EI) is increasingly relevant to leadership development

More information

MENTAL HEALTH AND WELLNESS OUTCOME OF THE TOWN HALL

MENTAL HEALTH AND WELLNESS OUTCOME OF THE TOWN HALL 2017 2019 MENTAL HEALTH AND WELLNESS OUTCOME OF THE TOWN HALL INTRODUCTION The University of Guelph has committed to improving wellness of students, staff, and faculty on campus. In 2016, the University

More information

DOING IT YOUR WAY TOGETHER S STRATEGY 2014/ /19

DOING IT YOUR WAY TOGETHER S STRATEGY 2014/ /19 DOING IT YOUR WAY TOGETHER S STRATEGY 2014/15 2018/19 Why is Together s role important? Experiencing mental distress is frightening and can lead to long-term disadvantage. Mental illness still carries

More information

Vision. Mission. Hopelink s Values. Introduction. A community free of poverty

Vision. Mission. Hopelink s Values. Introduction. A community free of poverty Vision A community free of poverty Mission Hopelink s mission is to promote self-sufficiency for all members of our community; we help people make lasting change. Hopelink s Values Growth and Human Potential

More information

Regional Clinical Co-Lead (Physician) Role Opportunity

Regional Clinical Co-Lead (Physician) Role Opportunity Regional Clinical Co-Lead (Physician) Role Opportunity The South West Hospice Palliative Care Network (SWHPCN) in partnership with the South West LHIN and the South West Regional Cancer Program are seeking

More information

Examinee : - JOHN SAMPLE. Company: - ABC Industries Date: - December 8, 2011

Examinee : - JOHN SAMPLE. Company: - ABC Industries Date: - December 8, 2011 Emotional Intelligence Quotient tm Examinee : - JOHN SAMPLE Company: - ABC Industries Date: - December 8, 2011 INTRODUCTION to the EIQ: A person's Emotional Intelligence Quotient affects their interactions

More information

Emotional Quotient. Stacy Sample. Technical Sales ABC Corporation

Emotional Quotient. Stacy Sample. Technical Sales ABC Corporation Emotional Quotient Technical Sales ABC Corporation 9-14-2015 Shawn Kent Hayashi, CPBA & CPVA Introduction The Emotional Quotient report looks at a person's emotional intelligence, which is the ability

More information

participative enabling AUTHENTIC LEADERSHIP Leadership should be more more than directive, than performing. MARY D. POOLE CREW CHARLOTTE PRESENTS

participative enabling AUTHENTIC LEADERSHIP Leadership should be more more than directive, than performing. MARY D. POOLE CREW CHARLOTTE PRESENTS Leadership should be more participative than directive, more enabling than performing. MARY D. POOLE CREW CHARLOTTE PRESENTS AUTHENTIC JANUARY MAY 2019 LEADERSHIP PROGRAM EDUCATION PARTNER Based on the

More information

Leadership Beyond Reason

Leadership Beyond Reason 1-Values... 2 2-Thoughts... 2 Cognitive Style... 2 Orientation to Reality... 2 Holding Opposing Thoughts... 2 Adapting to New Realities... 2 Intuition... 2 Creativity... 3 Cognitive Distortions... 3 Observe

More information

Leveraging the Power of Emotional Intelligence. Presented By: Jen Shirkani

Leveraging the Power of Emotional Intelligence. Presented By: Jen Shirkani Leveraging the Power of Emotional Intelligence Presented By: Jen Shirkani Most often, success or failure in a job comes down to how we manage ourselves and how well we manage relationships with coworkers

More information

Here for You When You Need Us

Here for You When You Need Us Here for You When You Need Us Strategic Plan 2016-2020 WWW.SJCG.NET Care Compassion Commitment SJCG Strategic Plan 2016-2020 1 2 SJCG Strategic Plan 2016-2020 MISSION St. Joseph s Care Group is a Catholic

More information

North Carolina Agricultural and Technical State University Brand Pocket Guide. A g gies Do!

North Carolina Agricultural and Technical State University Brand Pocket Guide. A g gies Do! North Carolina Agricultural and Technical State University Brand Pocket Guide A g gies Do! Over the next few months, North Carolina Agricultural and Technical State University will introduce a new branding

More information

Building Authentic LGBT Leaders: How Wells Fargo Develops Diverse Talent

Building Authentic LGBT Leaders: How Wells Fargo Develops Diverse Talent Building Authentic LGBT Leaders: How Wells Fargo Develops Diverse Talent Bryan Gingrich, Joy Nguyen Jennifer Brown, Jay Norvell Out & Equal 2015 October 8, 2015 2015 Wells Fargo Bank, N.A. All rights reserved.

More information

Lesson 1: Gaining Influence and Respect

Lesson 1: Gaining Influence and Respect Lesson 1: Gaining Influence and Respect The Big Idea: Conduct yourself with wisdom toward outsiders, making the most of every opportunity. Let your speech always be seasoned, as it were, with salt, so

More information

STRATEGIC PLAN

STRATEGIC PLAN STRATEGIC PLAN 2016 2020 Promoting and supporting excellence in research www.immunology.org BSI STRATEGY 2016 2020 EXECUTIVE SUMMARY OUR MISSION Our mission is to promote excellence in immunological research,

More information

Emotional Quotient. Bernd Mustermann 1/2/2013

Emotional Quotient. Bernd Mustermann 1/2/2013 Emotional Quotient 1/2/2013 Klettgaustraße 21 D-79761 Waldshut-Tiengen Introduction The Emotional Quotient report looks at a person's emotional intelligence, which is the ability to sense, understand and

More information

The Counselor as a Human Being: A Personal Perspective

The Counselor as a Human Being: A Personal Perspective The Counselor as a Human Being: A Personal Perspective Sherri Ruggiero Abstract The purpose of this paper is to elicit careful consideration regarding life-experience and personal mental health on the

More information

WALES Personal and Social Education Curriculum Audit. Key Stage 2: SEAL Mapping to PSE outcomes

WALES Personal and Social Education Curriculum Audit. Key Stage 2: SEAL Mapping to PSE outcomes a WALES Personal and Social Education Curriculum Audit (based on the PSE Framework for 7 to 19 year olds in Wales, 2008) Key Stage 2: SEAL Mapping to PSE outcomes Personal and Social Education Audit; Qualifications

More information

Mapping A Pathway For Embedding A Strengths-Based Approach In Public Health. By Resiliency Initiatives and Ontario Public Health

Mapping A Pathway For Embedding A Strengths-Based Approach In Public Health. By Resiliency Initiatives and Ontario Public Health + Mapping A Pathway For Embedding A Strengths-Based Approach In Public Health By Resiliency Initiatives and Ontario Public Health + Presentation Outline Introduction The Need for a Paradigm Shift Literature

More information

A Powerful Way to Understand People An introduction of the DISC concept By Robert A. Rohm, Ph.D. Everyone is not like you!

A Powerful Way to Understand People An introduction of the DISC concept By Robert A. Rohm, Ph.D. Everyone is not like you! A Powerful Way to Understand People An introduction of the DISC concept By Robert A. Rohm, Ph.D. Each Person has a Unique Personality Personality Insights Inc. Each person's perspective is built in to

More information

Professional Development: proposals for assuring the continuing fitness to practise of osteopaths. draft Peer Discussion Review Guidelines

Professional Development: proposals for assuring the continuing fitness to practise of osteopaths. draft Peer Discussion Review Guidelines 5 Continuing Professional Development: proposals for assuring the continuing fitness to practise of osteopaths draft Peer Discussion Review Guidelines February January 2015 2 draft Peer Discussion Review

More information

Palette of Grief. One-on One Resilient Leadership Program

Palette of Grief. One-on One Resilient Leadership Program 1 Palette of Grief Resilience Program Palette of Grief One-on One Resilient Leadership Program Become a leader in your industry with Barbara Rubel s one-on-one Palette of Grief Resilient Leadership Program.

More information

POSITION PAPER - THE MENTAL HEALTH PEER WORKFORCE

POSITION PAPER - THE MENTAL HEALTH PEER WORKFORCE POSITION PAPER - THE MENTAL HEALTH PEER WORKFORCE TANDEM INC. Tandem began as the Victorian Mental Health Carers Network (the Network) in 1994. Four main organisations were involved Carers Victoria, the

More information

- Conduct effective follow up visits when missing children return home ensuring intelligence is shared with appropriate partners.

- Conduct effective follow up visits when missing children return home ensuring intelligence is shared with appropriate partners. Job title: Grade: Role code: Status: Main responsibilities: Missing and Child Exploitation PCSO Grade D SDV027 Police Staff Main purpose of the role: Conduct enquiries to locate missing children as directed

More information

Spiritual, Moral, Social And Cultural Guidance: Approved by Governors: January Date of Review: January Non Statutory

Spiritual, Moral, Social And Cultural Guidance: Approved by Governors: January Date of Review: January Non Statutory Spiritual, Moral, Social And Cultural Guidance: Approved by Governors: January 2018 Date of Review: January 2020 Non Statutory Table of Contents The Vision for Education within a Church of England Academy...

More information

Character Education Framework

Character Education Framework Character Education Framework March, 2018 Character Education: Building Positive Ethical Strength Character education is the direct attempt to foster character virtues the principles that inform decisionmaking

More information

KICK ASS GUIDE TO YOUR COUPLES GOAL SETTING RETREAT

KICK ASS GUIDE TO YOUR COUPLES GOAL SETTING RETREAT KICK ASS GUIDE TO YOUR COUPLES GOAL SETTING RETREAT We hope you enjoy this guide for having a couples goal-setting retreat and list of thought-provoking questions! We ve been doing this for over ten years

More information

LEAD THE WAY TO ALZHEIMER S FIRST SURVIVOR.

LEAD THE WAY TO ALZHEIMER S FIRST SURVIVOR. LEAD THE WAY TO ALZHEIMER S FIRST SURVIVOR. 2018 TEAM CAPTAIN GUIDE Your guide to recruitment and fundraising success. 800.272.3900 alz.org/walk THANK YOU FOR STEPPING UP AS A TEAM CAPTAIN. The success

More information

Peer Support Association. Strategic Plan and Development Strategy

Peer Support Association. Strategic Plan and Development Strategy Peer Support Association Strategic Plan and Development Strategy Outcomes of the Strategic Development Day for Peer Supporters 29 th November 2014 Hosted by CoMHWA and Carers WA Executive Summary This

More information

EMOTIONAL QUOTIENT ASSESSMENT RESULTS

EMOTIONAL QUOTIENT ASSESSMENT RESULTS EMOTIONAL QUOTIENT ASSESSMENT RESULTS The Emotional Quotient (EQ) is a measure of your ability to sense, understand, and effectively apply the power and acumen of your emotions and the emotions of others

More information

Carers Australia Strategic Plan

Carers Australia Strategic Plan Carers Australia Strategic Plan 2012 2015 About Carers There are 2.6 million carers in Australia who provide unpaid care and support to family members and friends who have a disability, mental illness,

More information

AND THE COMMUNITY HEALTH PARTNERSHIP INCLUDING THE HEALTH IMPROVEMENT STANDING GROUP. DATE Paper 3.7

AND THE COMMUNITY HEALTH PARTNERSHIP INCLUDING THE HEALTH IMPROVEMENT STANDING GROUP. DATE Paper 3.7 DRAFT PARTNERSHIP AGREEMENT BETWEEN THE EDINBURGH PARTNERSHIP AND THE COMMUNITY HEALTH PARTNERSHIP INCLUDING THE HEALTH IMPROVEMENT STANDING GROUP INTRODUCTION DATE.. 2011 Paper 3.7 1. The Edinburgh Partnership

More information

Wisdom and the Supply Chain

Wisdom and the Supply Chain Wisdom and the Supply Chain A Framework for Continuously Improving Decision Making Wisdom, representing the highest of human striving, is perhaps the only framework big enough to represent the seriousness

More information

Embracing Strengths in Times of Change. presented by Dr. Monica Scamardo

Embracing Strengths in Times of Change. presented by Dr. Monica Scamardo Embracing Strengths in Times of Change presented by Dr. Monica Scamardo monica@variateconsulting.com What Changes Are Your Organizations Facing? 4 (44%) (70%) (86%) Engaged vs Actively Disengaged Work

More information

YOUTH EMPOWERMENT SUMMIT-YES CREATING FUTURE LEADERS!

YOUTH EMPOWERMENT SUMMIT-YES CREATING FUTURE LEADERS! YOUTH EMPOWERMENT SUMMIT-YES CREATING FUTURE LEADERS! WHAT WE DO We Provide Learning Opportunities that Develop Both Academic and Nonacademic Competencies New insights built on a strong legacy The YES

More information

Growing Young Assessment

Growing Young Assessment Growing Young Assessment Powered by the Fuller Youth Institute Sample Church Name Church Assessment Report October 1, 2017 CHURCH Table of Contents Introduction 03 The Growing Young Wheel 04 Summary of

More information

Six Dimensions of Wellness

Six Dimensions of Wellness Six Dimensions of Wellness The six dimensional wellness model was originally developed by Dr, Bill Hettler, Co-Founder and President of the Board of Directors of the National Wellness Institute. The interdependent

More information

The Father James Grant Foundation: Mission Engage Program. Prospectus

The Father James Grant Foundation: Mission Engage Program. Prospectus The Father James Grant Foundation: Mission Engage Program Prospectus Mission and Vision The mission of the Father James Grant Foundation is to: 1. Be a leading provider of youth employment training, where

More information

Comparison Report For Kathryn Petersen Working with Martin Gilmore

Comparison Report For Kathryn Petersen Working with Martin Gilmore Comparison Report For Kathryn Petersen Working with Gilmore Friday, March 25, 2016 This report is provided by: Wiley Workplace Learning Solutions R&D We appreciate your input! Introduction A cohesive team

More information

Emotional Intelligence & Versatility

Emotional Intelligence & Versatility Behavioral EQ: Emotional A Intelligence SOCIAL STYLE and Versatility CONNECTIONS SERIES WHITEPAPER Emotional Intelligence & Versatility Emotional Intelligence (EQ) focuses on how effectively people work

More information

Section #3: Process of Change

Section #3: Process of Change Section #3: Process of Change This module will: Describe a model of change that supported the development and implementation of a palliative care program in long term care. Describe strategies that assisted

More information

at a glance

at a glance at a glance WWW.IVC.GROUP OVER 1,000 CLINICS AND HOSPITALS ACROSS EIGHT COUNTRIES AND COUNTING... It s been an incredible journey. When we founded the group in 2011, we started with just 20 practices.

More information

Canadian Mental Health Association

Canadian Mental Health Association Canadian Mental Health Association Manitoba and Winnipeg Supports & Services Founded in 1918, CMHA National is a Canada-wide charitable organization with 87 branches in over 330 communities across the

More information

Behavioral EQ MULTI-RATER PROFILE. Prepared for: By: Session: 22 Jul Madeline Bertrand. Sample Organization

Behavioral EQ MULTI-RATER PROFILE. Prepared for: By: Session: 22 Jul Madeline Bertrand. Sample Organization Behavioral EQ MULTI-RATER PROFILE Prepared for: Madeline Bertrand By: Sample Organization Session: Improving Interpersonal Effectiveness 22 Jul 2014 Behavioral EQ, Putting Emotional Intelligence to Work,

More information

International School of Turin

International School of Turin International School of Turin Adapted from the IB PSE scope and sequence Personal, Social and Physical Education Scope and Sequence Identity An understanding of our own beliefs, values, attitudes, experiences

More information

Engaging People Strategy

Engaging People Strategy Engaging People Strategy 2014-2020 Author: Rosemary Hampson, Public Partnership Co-ordinator Executive Lead Officer: Richard Norris, Director, Scottish Health Council Last updated: September 2014 Status:

More information

STRATEGIC PLAN

STRATEGIC PLAN 2019-2022 STRATEGIC PLAN Thank you for your interest in our work! On behalf of The Friends staff and board of directors, we are excited to share our 2019-2022 Strategic Plan with you. This document represents

More information

IMPACT APA STRATEGIC PLAN

IMPACT APA STRATEGIC PLAN IMPACT APA STRATEGIC PLAN I am very proud to be a psychologist. Most in psychology chose this field for the pursuit of knowledge and to make an impact, and I ve seen firsthand how psychology affects practically

More information

Positive Education THE CHALLENGES SHE NEEDS

Positive Education THE CHALLENGES SHE NEEDS Positive Education THE CHALLENGES SHE NEEDS Positive Education What is Positive Education and how is it taught? Positive Education brings together the science of positive psychology with best-practice

More information

Source: Emotional Intelligence 2.0 by Travis Bradberry and Jean Greaves Copyright 2009 by Talent Smart

Source: Emotional Intelligence 2.0 by Travis Bradberry and Jean Greaves Copyright 2009 by Talent Smart The following presentation, in large part, discusses the findings and work of Travis Bradberry, Ph.D. and Jean Graves, Ph.D. Their work can be found in greater detail in their most recent book Emotional

More information

Grade 3 Program: Shaping Up My Choices

Grade 3 Program: Shaping Up My Choices Grade 3 Program: Shaping Up My Shaping Up My supports teaching and learning related to standards across the curriculum in order to help students make healthy nutrition and physical activity choices. The

More information

And thank you so much for the invitation to speak with you this afternoon.

And thank you so much for the invitation to speak with you this afternoon. Check Against Delivery Calgary Chamber of Volunteer Organizations AGM June 25, 2012, Calgary, Alberta Honourable Dave Hancock Thank you for the introduction And thank you so much for the invitation to

More information

Strengths Insight Guide

Strengths Insight Guide Strengths Insight Guide SURVEY COMPLETION DATE: 09-30-2012 Brent Green Your Top 5 Themes Maximizer Empathy Positivity Individualization Activator 1 Maximizer People who are especially talented in the Maximizer

More information

LESSONS LEARNED. Nadine J. Kaslow, PhD, ABPP President, APA

LESSONS LEARNED. Nadine J. Kaslow, PhD, ABPP President, APA LESSONS LEARNED Nadine J. Kaslow, PhD, ABPP President, APA nkaslow@emory.edu ACKNOWLEDGEMENTS Jean Carter Marianne Celano Barbara Fiese Susan McDaniel Janet Sigal QUOTE We are all leaders by choice or

More information

TTI Personal Talent Skills Inventory Coaching Report

TTI Personal Talent Skills Inventory Coaching Report TTI Personal Talent Skills Inventory Coaching Report "He who knows others is learned. He who knows himself is wise." Lao Tse Mason Roberts District Manager YMCA 8-1-2008 Copyright 2003-2008. Performance

More information

Whole Person Coaching Defined

Whole Person Coaching Defined coach & transform: whole person coaching foundations Whole Person Coaching Defined Whole Person Coaching is an advanced, holistic coaching method dedicated to helping clients create fulfillment by fostering

More information

The Art of Coaching in Primary Care

The Art of Coaching in Primary Care The Art of Coaching in Primary Care By Maureen Ryan DNP, NP, CHWC, CST April 10, 2014 Attendees at this presentation will learn to utilize coaching strategies to facilitate sustainable change leading patients

More information

What is the Goal of Strategic Intervention Coaching?

What is the Goal of Strategic Intervention Coaching? What is the Goal of Strategic Intervention Coaching? Copyright 2016 Judy Ann Michael All Rights Reserved 1 Very simply, the goal of Strategic Intervention Coaching is fulfillment. Is it possible to be

More information

We believe that families are the experts when it comes to their family member. Family Support Institute 1

We believe that families are the experts when it comes to their family member. Family Support Institute 1 We believe that families are the experts when it comes to their family member Family Support Institute 1 Who am I? Who is FSI? Provincial non profit society Registered charity 10 person board 5 person

More information

THE END OF ALZHEIMER S STARTS WITH YOU

THE END OF ALZHEIMER S STARTS WITH YOU THE END OF ALZHEIMER S STARTS WITH YOU 2016 TEAM CAPTAIN GUIDE Your guide to recruitment and fundraising success 800.272.3900 alz.org/walk THANK YOU FOR STEPPING UP AS A TEAM CAPTAIN The end of Alzheimer

More information

DEVELOPING EMOTIONAL INTELLIGENCE IN SALES A S TRATEGIC L EARNING, I NC. W HITEPAPER THE SALES PERFORMANCE IMPROVEMENT CHALLENGE

DEVELOPING EMOTIONAL INTELLIGENCE IN SALES A S TRATEGIC L EARNING, I NC. W HITEPAPER THE SALES PERFORMANCE IMPROVEMENT CHALLENGE BY STRATEGIC LEARNING, INC. A S TRATEGIC L EARNING, I NC. W HITEPAPER THE SALES PERFORMANCE IMPROVEMENT CHALLENGE The discrepancy between expected behavior and actual on-the-job performance is among the

More information

Dr. Doug DeVore Brandman University Fall Immersion 2018

Dr. Doug DeVore Brandman University Fall Immersion 2018 Dr. Doug DeVore Brandman University Fall Immersion 2018 ü Explore characteristics of leaders Leading From The Inside Out ü Becoming a Resonant Leader ü Your Opportunity Authentic: Well- developed self-

More information

Championing patients every step of the way

Championing patients every step of the way Championing patients every step of the way The majority of people living with a rare disease have no treatment for their condition. At Shire, we have long believed we have a unique opportunity to champion

More information

School of Improvement Supporting trainees from Students to Consultants

School of Improvement Supporting trainees from Students to Consultants School of Improvement Supporting trainees from Students to Consultants 2018 Prospectus Welcome to the School of Improvement Guy s and St Thomas NHS Foundation Trust is one of the largest teaching hospitals

More information

Usually we answer these questions by talking about the talent of top performers.

Usually we answer these questions by talking about the talent of top performers. Have you ever wondered what makes someone a good athlete? Or a good leader? Or a good student? Why do some people accomplish their goals while others fail? What makes the difference? Usually we answer

More information

Saint Mary s College High Potential Program Peer Mentor (FWS Position)

Saint Mary s College High Potential Program Peer Mentor (FWS Position) 1 Saint Mary s College High Potential Program 2013-2014 Peer Mentor (FWS Position) THE HIGH POTENTIAL PROGRAM: The High Potential (HP) Program includes a Summer Bridge Program that provides access, admission

More information

Chapter 3 Mental & Emotional Health

Chapter 3 Mental & Emotional Health Chapter 3 Mental & Emotional Health What is Mental & Emotional Health Ability to yourself & others, express & manage emotions, & with the demands & challenges you meet in your life Most people have & in

More information

Core Competencies for Peer Workers in Behavioral Health Services

Core Competencies for Peer Workers in Behavioral Health Services BRINGING RECOVERY SUPPORTS TO SCALE Technical Assistance Center Strategy (BRSS TACS) Core Competencies for Peer Workers in Behavioral Health Services OVERVIEW In 2015, SAMHSA led an effort to identify

More information

Relationship Questionnaire

Relationship Questionnaire Relationship Questionnaire The 7 Dimensions of Exceptional Relationships Developed by Gal Szekely, MFT The Couples Center.org Copyright Gal Szekely, 2015. All rights reserved. Permission is granted to

More information

Embedding co-production in mental health: A framework for strategic leads, commissioners and managers

Embedding co-production in mental health: A framework for strategic leads, commissioners and managers Embedding co-production in mental health: A framework for strategic leads, commissioners and managers Background introduction and aims Co-production in mental health is about progression towards the transformation

More information

Living and Leading From The Inside Out

Living and Leading From The Inside Out Living and Leading From The Inside Out March 2016 My intentions for possibilities: To create a safe climate for mutual sharing; (Empowering learning cultures) To inspire collective action for self awareness;

More information

Manitoba Action Plan for Sport (MAPS)

Manitoba Action Plan for Sport (MAPS) 2016-2020 Manitoba Action Plan for Sport (MAPS) About Sport Manitoba Sport Manitoba is the lead planning, programming and funding agency for the development of amateur sport in the province. The primary

More information

Vision 2025: Summary

Vision 2025: Summary Vision 2025: Summary At the Royal Berkshire NHS Foundation Trust our vision is: Working together to provide outstanding care for our community We have a rich history of providing healthcare to the people

More information

Texas Association of Counties 2018 Legislative Conference. Taking Responsibility for Your County s Success

Texas Association of Counties 2018 Legislative Conference. Taking Responsibility for Your County s Success Houston, Texas (713) 680-1727 (work) (713) 569-2469 (cell) nbaird@sbcglobal.net http://www.nancybairdtraining.com/ Texas Association of Counties 2018 Legislative Conference Restore What s Right Your Voice.

More information

Emotional Quotient. Andrew Doe. Test Job Acme Acme Test Slogan Acme Company N. Pacesetter Way

Emotional Quotient. Andrew Doe. Test Job Acme Acme Test Slogan Acme Company N. Pacesetter Way Emotional Quotient Test Job Acme 2-16-2018 Acme Test Slogan test@reportengine.com Introduction The Emotional Quotient report looks at a person's emotional intelligence, which is the ability to sense, understand

More information

Core Competencies for Peer Workers in Behavioral Health Services

Core Competencies for Peer Workers in Behavioral Health Services Core Competencies for Peer Workers in Behavioral Health Services Category I: Engages peers in collaborative and caring relationships This category of competencies emphasized peer workers' ability to initiate

More information