All about Management

Leadership and the One Minute Manager

noreply@blogger.com (admin) — Mon, 24 Oct 2011 18:52:00 +0000

There are not two without three. And actually, when talking about Ken Blanchard, there have been many more, as he has written at least a dozen short books to the One Minute -series. On our site, however, this review will complete the trilogy. The previous episodes were the original "One Minute Manager", and "Putting the One Minute Manager to Work".

The original One Minute Manager introduced managing people by setting goals, and then monitoring, and managing, the progress of those goals. Putting the One Minute Manager to Work expanded on this process, and concentrated on the implementation of the system, and measuring achievements objectively. Leadership and the One Minute Manager introduces a totally different but equally important aspect on being an efficient boss. That aspect is, as you might already have guessed, leadership.

The concept of leadership is quite multi-faceted and complex, and it might be fair to add that the book actually discusses a school of thought within leadership, called situational leadership.

If I would have to summarize the book in one slogan, it would be the one I found on page 19:

Different Strokes for Different Folks

This can also be put this way:

There Is Nothing So Unequal As The Equal Treatment of Unequals

Ken's books always contain excellent motto's, which coin some fundamental truths. I personally enjoy them, so I was happy to see that this book was not a disappointment in this sense!

Here follows a short summary of how situational leadership is represented in the book.

Two key concepts what managers can do when leading people are (1) leading with supportive behavior, and (2) leading with directive behavior.

Directive behavior is when bosses give direct orders, and tell explicitly how they want that something is done, possibly giving even step-by-step instructions to the person being led. Directive behavior is needed when the person performing the doing is new to or not familiar with the work or task, and hence does not know how to do it properly. Directive behavior increases the skills, and knowledge, to perform a task. Everybody needs to be given directive leadership at times, even big bosses. This is because even big bosses need contextual knowledge of business.

Supportive behavior is when the leader cares, listens, and gives his team member support, sparring, and encouragement. When giving support, the leaders should try to help the team members to find the right solution for the situation at hand themselves. Supportive behavior develops, and increases, management, as well as leadership skills. It is not about the technical skills relating to the task. It is about teaching, and encouraging, the team member to do independent choises.

When directive and supportive behavior are represented in a matrix, we get four leadership styles, as represented in Picture 1.

Picture 1. Four leadership styles derived by altering the amount of directive and supportive behavior.

The four leadership styles are: Directing (Style 1), Coaching (Style 2), Supporting (Style 3), and Delegating (Style 4).

Delegating is the highest level of leading people. I would not mind if I could most of the time just use that strategy. Unfortunately, you can only delegate things to capable and professional individuals, which are self driven, and self motivated. Such people can be given complex tasks, and they will do it. You don't need to worry about it. People who can be led by delegation are the true stars and performers, who will make their own strategies or project plans in order to reach the goals they have been given. And they do this without you needing to bitch and remind them about it.

However, even such people need directing leadership (Style 1 = strongly directing), when they are trying to take on new responsibilities, which are not familiar to them. It is O.K. to be directed.

So, when should we then, as leaders, use the different leadership styles on people? Before we answer that question, we need to have a look at the various development levels of an employee.

Low competenceHigh commitmentSome competenceLow commitmentModerate competenceVariable commitmentHigh competenceHigh commitment

Table 1.How our competence develops within our work, or some part of it.

There are essentially four levels how people develop in their role, and work. These four stages may be called development levels, and let's use the abbreviations D1-D4 for the different stages. This theory can be applied holistically, or only to a specific area of competence.

First, when we are given a new responsibility or a task, we usually are very motivated, but we have a low competence. This is development level 1 (D1).

Later, start to build on the competence, but may partly suffer in our motivation, as we feel we are not progressing fast enough, or the new thing or area is not exactly what we expected.

In the third stage (D3), we start to be good, but we are not completely self motivated as an individual, or we are not professionals enough to make more demanding decisions in the area, and still need support.

The high competence/high commitment people are the true stars, and have reached D4, in that specific area.

So, how do you lead these four groups?

Yes, you guessed right. You match the employee's current development level, with the appropriate leadership style.

D4: A self motivated true star

Table 2. How to match the right leadership style to the right development level.

When you think about it, it makes sense. To pull it of in a real life organization is more challenging. Perhaps one way is to introduce this framework to your whole team, and to tell them that you now want to try this approach for developing leadership within your organization. Most often you will spark some interest, as people hate bad leadership, which is so common, and any change in this area is welcome. Fresh managers also need this kind of frameworks and ideas in order to develop their skills.

However, in order for this knowledge to help, and to make you more efficient in managing your time, you have to make it happen for real. Good luck!

Leadership and the One Minute Manager is yet a short book about making you better, and more efficient, in managing your team. Implementing the core messages it carries will benefit your own time management.

I recommend this book for anyone wanting a short read on leadership. As the book covers only one aspect on leadership, it is not an all-in-one solution. Still, it will be more useful than any random academic article collection on the subject.

Time Management Books. Please have a look at my personal collection of the best books around this subject. From each one I have got at least one really useful insight.

Time Management (Main Page). Learn different time management solutions and be more efficient in everything you do. Increase your personal productivity and discover more free time!

View the original article here

How to synchronize bookmarks? With Xmarks.

noreply@blogger.com (admin) — Mon, 24 Oct 2011 18:38:00 +0000

I use regularly three different computers. On each computer I have at least two or three web browsers, like Firefox, Chrome, and IE (or Safari, on the Mac). So, when I find a super cool web site I want to remember later, I can never be exactly sure how well I can find it later, at least when I want to. The hassle of trying to remember on which computer/browser combination I bookmarked something is sometimes just too much. Or then I know where it is, but I am on the wrong computer.

The different "bookmark sets" were also structured differently, without a unified structure. This resulted in me searching for links in one looooong list, also when I knew this was the right place.

I wanted a change, and what I wanted was the following:

The same bookmarks in each computer and each browser browser within each computerA unified folder structure for the bookmarks

One solution to this problem is of course to use a proper social bookmarking service, like Digg, or Delicious. The idea with these services is that instead of saving the bookmarks on your computer, you save them in the web. These social bookmarking sites are small communities, where you can also recommend links to others, and become an active part of the link exchanging community. Tagging links with relevant key words is also a feature in common on this kind of sites.

Delicious (www.delicious.com), for example, furthermore offers extensions for different browsers, making it more available, and smooth to use in everyday life. You can import your current bookmarks to the service, but the browser's own bookmarks do not cease to exist. In stead, you continue with two different places where to store your links.

As I am a simple man, I did not like that idea. I only wanted to bookmark links on the browser.

After a short study, I found the following service:

Xmarks, the browser bookmark synchronization service!

The solution I found, was Xmarks. You will actually have to join the Xmarks community, as this service is also in its fundament a social bookmarking service. However, it is more tightly structured around the browser bookmarks, which is why I chose it.

I have now installed this extension on every browser I use, on all three different computers. Luckily, installation was fast. During installation the Xmarks service asks if you want to activate "smarter search" and "site info". I choose not to.

After each installation, the service always unified all the bookmark sets into one common pool, so that after all the installations I ended up with a huge collection of bookmarks, with all the bookmarks of every browser, and synchronized across every browser. I then used one of the Chromes to reorganize them into folders, in which I grouped the bookmarks in. Chrome seemed to have the most fluid reorganization feature, according to me.

A few synchronizations later, I had the same structure, and links, on every browser.

One of the Firefoxes kept on giving some error message that there was a difference in the amount of bookmarks on that browser and the internet database, but that was solved by clearing the Firefox's own links, and by importing the whole set from the database to the browser again (there exists a button for this operation, which found in the settings: Advanced->Manual overwrite->Force overwrite of local data). A fox is always a fox.

I am now a happy internet user with only one set of bookmark links. By using Xmarks, I do not have to be overly social either, if I don't want to. After all, not every link is for sharing, like my Chuck Norris Facts link, which is only for me!

Time Management. Learn different time management solutions and be more efficient in everything you do. Increase your personal productivity and discover more free time!

View the original article here

Your Quizz Result

noreply@blogger.com (admin) — Mon, 24 Oct 2011 18:24:00 +0000

Here it is… Your evaluation.

As we already have your name and email in our database, we did not store that information for a second time.

Time Management. Learn different time management solutions and be more efficient in everything you do. Increase your personal productivity and discover more free time!

View the original article here

Computer Backup: A Planned Strategy Could Save You Time

noreply@blogger.com (admin) — Mon, 24 Oct 2011 18:10:00 +0000

Your hard disk just died, what do you do now?

A few months ago I played with the following idea: what would happen if I would completely loose, forget somewhere, or break my personal laptop computer? This thought play was induced by the fact that I actually thought I had lost the darn thing, for a few minutes, at that point.

How good was my current computer backup status? In addition to answering to that question, the exercise made me realize — actually internalize — a few things:

1. Loosing my laptop and its contents without backups of my most important data would severely set back my productivity for a while. I have a lot of files I do not want to lose, and I would really hate to have to re-install everything I have on this computer. But even re-installing software isn't bad, compared to losing your most precious files.

2. I needed to add my contact details somewhere on the computer. This also struck me, a standard corporate practice, and not a bad one. There is always the chance that if I would somehow just loose my computer, that it would be found by someone nice, who wanted to help. As a corrective measure to this point, I added my email and telephone number on the front cover of my laptop, using a Dymo label machine. Someone could argue that one should not ruin the looks of a design apparel, but for me, the MacBook Pro is tool. And it does not look that bad with the labels on the cover…

3. I'd better turn on password authentication. Auto-login was enabled, so any passing by user could basically just open the machine, and start to use it quite freely. Automatic login is now Off. This can be toggled in the settings.

4. I realized that I actually have a secured backup plan, which would have saved me. I could just have bought a new machine, and within a few hours, continue exactly where I was left off. It would have cost me, and that of course did upset me, but I would not have lost my precious documents, or even been forced to install everything again (and I can tell you I have got some music software installed that takes some while to install).

What a relief!

Can you say the same?

So, what is my solution? Before I answer that question, let's take a look at some basic philosophies behind backups. I am not an expert on the subject of backup, but I will share with you what I know. It took me a small while to figure this out, hopefully I can save you that time.

Like always with computers, there exists many options on how to do things. Here are a few points and options relating to backup.

Shortly:

Online backup: Your files are stored safely in a datacenter of the service provider you chooseOffline backup: The backup files are stored on a separate media, like an external USB hard drive, which you provide yourself

With the evolvement of a fast internet, there has born a vast number of online file storage and backup services. If you are familiar with Dropbox, Mozy, LiveDrive, iDrive, or the likes, you know what I talk about. They are all services which back up your essential folders from your computer, into a cloud server of the providers. You get to choose which folders to backup, and most often people choose the folders containing music, pictures, and important personal files. With online backup enabed you can always transfer the files back to a new computer, or hard drive, if you get a problem.

Dropbox is one of the pioneers of this kind of a service, but there are cheaper, and equally capable services available today.

Still, my choice is SugarSync. It is mid-priced but has really cool syncing features, which somehow appealed to me. The leaders in this kind of service are SugarSync and SpiderOak. The syncing feature enables people to share the MyDocuments folder between any number of computers I choose to. So, if I e.g. would save something on my PC, into the MyDocuments folder, it will also appear in the MyDocuments folder of any other computer I choose to, where SugarSync is activated, so the files are common for all the computers. With SugarSync, I do not need to hassle with emailing files, or using USB memories! This, for me, means increased efficiency.

You can achieve an equal result with the other services too, SugarSync is just a little more advanced in this sense. But for the moment I am sticking with them.

Offline backing up of your computer is something you do yourself. Offline backup basically means that you back up files on a separate media, like an external hard drive, or on DVD's. For Macs, the most popular choice is probably the Time Machine/TIme Capsule combo. It is a superb all-inclusive solution.

With the Windows machines I am not doing offline backup at the moment. One of them is from from work, so it is covered by our policies there. The scond only one only exists virtually, inside the Mac (Parallells desktop), so it is actually backed up by the Time Machine too.

Shortly:

Full backup: You will clone all the data of your computerPartial backup: Only the most important files are backed up

A full backup means that your whole computer is backed up, including your operating system and program files. For Mac users, Time Machine provides the most easy full backup solution. For PC's there exists many software available. Carbon Copy Cloner seems to be a popular choice for offline security. Acronis True Image is also highly recommended. In my brief study, I also stumbled across a fairly new service named Hybir. It claims to be an online full backup service. That is an interesting animal.

Normally online backup services are partial to their nature. A partial backup means that you only backup your most important files, like pictures, and music. And critical document files, like your CV.

Shortly:

Scheduled: Your data is backed up with regular intervals, eg. monthly or weeklyContinuous: Your data is more or less backed up always when you make a change, on the fly, and in the background

There is one more parameter that I want to mention quickly: if the backup is scheduled or continuous.

A scheduled back up process means that you need to define a specific time, when the process is done, often by defining a regular interval, like weekly. This can sometime be challenging in practice, if your computer is turned off when the computer would like to back up. In that case you miss your backup.

Continuous back up process on the other hand works in the background, and is less "seen" to the user. My SugarSync is practically totally invisible. The data is also more up-to-date, as it is backed up more often, more or less in real-time, or at minimum hourly.

As I am currently at home primarily a Mac user, I have chosen as my offline full computer backup solution the Time Machine, which is a hardware and software combination provided by Apple itself. It is unparalleled in its ease of use. Its complete integration with the Mac OS makes it a safe choice. If I loose my laptop I can basically just buy a new one (Ouch!!), and restore all the info from the Time Machine to the new Mac, and continue where I left off. I have not needed to do it, but I have read many success stories on the web. If you want a little cheaper Mac solution, there exists non-Apple hard-drives, which you can use with the Time Machine software, e.g. by hard drive manufacturer Lacie.

As my online variant, and as an extra scurity layer for the critical files, I use SugarSync, as I already mentioned. If I would not be so obsessed with the Sync part of the SugarSync, I would probably opt in for the solutions by LiveDrive, which seem to contain value-for-money.

The most important thing is that you have some computer backup strategy! My recommendation would be, that you should at least have either an offline, or an online solution, and preferably both. What is your excuse, when online solutions don't take more than 5 minutes to set up.

You need an insurance for your digital life too.

Even just copying your MyDocuments every now and then to an external hard drive is better than nothing.

Time Management. Learn different time management solutions and be more efficient in everything you do. Increase your personal productivity and discover more free time!

View the original article here

Putting The One Minute Manager To Work

noreply@blogger.com (admin) — Mon, 24 Oct 2011 17:56:00 +0000

Those of you who have an own team to manage at work know that a good and systematic management style is important. At least if you want to succeed in being an effective manager, and you don’t want to end up doing things yourself too often. Being an effective manager benefits directly your own time management.

The original “One Minute Manager” by Ken Blanchard introduced a simple three stage process for candid management in a company. Those steps are simply:

Set measurable goalsWhen an employee performs well: PraiseWhen an employee fails to perform as expected: Reprimand

Praising is when you communicate that you are happy with the work of an employee. It should be done by communicating how you actually feel (proud, happy…) as a manager about their good performance. Communicating feelings goes through. Reprimanding means that you directly state your disappointment to your subordinate, and it should be ended in a positive tone (by telling how you “believe they can do better”, or something like this). When you end reprimands in a positive tone, people remember better the core message, which is their own bad performance. Not you being mad at them, which is not the point.

As the original book was short – like all the books in the One Minute Manager series – not so much time was spent on discussing how to really make the system work, i.e. how to make it happen. This book is in that sense a complementary volume to the original one. And yes, you guessed right, it focuses on… implementation. Ken’s stories are written as fictive stories, with the different figures in the story laying out the theory in discussions. They also contain flying sentences and mottoes, like this one:

Most Companies Spend All Their Time Looking For Another Management Concept
And Very Little Time Following Up The One They Have Just Taught Their Managers

This one is also excellent:

As a Manager The Important Thing Is Not What Happens When You Are There
But What Happens When You Are Not There

If it is a small while since you have read the original “One Minute Manager” book, no worries. A handy recap is included in the book, and also illustrated below.

The One Minute Manager system revisited. (Putting The One Minute Manager to Work, page 26)

Actually, the ABC’s of management shown above is a small elaboration of the original concept, as we have three new terms here: Activators, Behavior, and Consequences. But the point is simply that managers are in charge of, and should concentrate on, activating people to do things, and after that on managing consequences. It is the employees who perform the actual behavior.

What the really new part in this book was a tool called Price.

When taking all this a little deeper, we get PRICE:

Determine the performance area of interestMeasure current performance level on a graphAgree on performance goals and coachingObserve performance and manage consequencesTrack performance progress and determine future strategies

The five steps of the PRICE system. Do you think the PRICE is right?

There is nothing revolutionary in PRICE. It is just one way to take the ABC’s of management – the one minute management system (or whatever you want to call it) – and to put it to work. You start by determining an area where you want your team member to improve. You then find some way to measure the current performance level (like visits per week, or calls day, or equal). After that you agree on a realistic, improved, new performance level, and set it as a goal to your employee. And yes, you then start measuring progress on a regular basis. You use training, reprimanding and praising along the way. And the measuring can be a simple paper system. Or a small Excel sheet. Don’t make it rocket science.

And then you get success. Simple, right?

I am a fan of candid management. I also think that for anyone who has a team to manage, it is important to use simple tools for managing your team effectively. For a manager that is best possible time management. Therefore, I warmly recommend this book, right after having read the original one (“One Minute Manager”).

Time Management Books. Please have a look at my personal collection of the best books around this subject. From each one I have got at least one really useful insight.

Time Management (Main Page). Learn different time management solutions and be more efficient in everything you do. Increase your personal productivity and discover more free time!

View the original article here

Time Management Quiz

noreply@blogger.com (admin) — Mon, 24 Oct 2011 17:45:00 +0000

Please find below our short time management quiz. It helps to assess the current level of your time management skills.

Return to Main Page

View the original article here

You’re Almost Done…

noreply@blogger.com (admin) — Mon, 24 Oct 2011 17:34:00 +0000

You’ve just been sent an email that contains a confirm link.

In order to activate your subscription, check your email and click on the link in that email. You will not receive your subscription until you click that link to activate it.

If you don’t see that email in your inbox shortly, fill out the form again to have another copy of it sent to you.

<- Back to Main Page

View the original article here

Your Quizz Result and Subscription…

noreply@blogger.com (admin) — Mon, 24 Oct 2011 17:21:00 +0000

You've just been sent an email that contains a confirm link.

In order to activate your subscription, check your email and click on the link in that email. You will not receive your special report until you click that link to activate it.

If you don't see that email in your inbox shortly, fill out the form again to have another copy of it sent to you.

Please find my comments to your answers BY PRESSING HERE (link will open into a new window).

All the best,

Harri

<- Back to Main Page

View the original article here

The 7 Habits of Highly Effective People by Stephen Covey

noreply@blogger.com (admin) — Mon, 24 Oct 2011 17:08:00 +0000

The 7 Habits of Highly Effective People is one of the classical works in the field of time management, and it is written by one of the classical figures in the field. You see, there exists two Gods in the land of Time Management. Well OK, let's settle by calling them just Godfathers. One is Mr. David Allen, whom we have already covered in a few articles on this site (e.g. in the article about his book Getting Things Done). Mr. Allen is the Mr. Pragmatic and Mr. Process of the time management game. The other one is Mr. Stephen Covey, who is the Mr. Philosophical and Mr. Deep. The 7 Habits book is truly just that.

With a view-point tilting perhaps more towards personal growth and leadership, I would claim that Godfather Covey is more widely known in general business life, than Godfather Allen. Our highly respected GTD-Allen is more of a tactics coach, then a life direction advisor.

The 7 Habits of Highly Effective People contains enough philosophical topics to teach a 20.000$ management principles class for a group of executives. Many of the executives might, and probably would, recognize most of the ideas, but this is exactly the kind of stuff offered in many of these programs. It would therefore content wise be what they had expected anyway. Hence, they would not mind listening to it, for something that could be the third time during their careers. So far, I have personally also had the pleasure of attending a few management training programs during my career, and the question has more or less been: how many of these seven principles will be presented this time?

Still, it is not the fault of this book, nor Mr. Stephen Covey, that these ideas are so largely cited. Stephen Covey does not even claim the ownership of these ideas. In stead, he says that they are universally recognized, as they strive for goals most people automatically know are aiming at a greater good. What Stephen Covey he has done in The 7 Habits of Highly Effective People, is actually a compilation of general, timeless, truths. The ideas could be seen as food for thought for mature people.

Look here! Even Mr. Ken Blanchard, of whom I have already reviewed a few books in our time management books section, talks about him:

Stephen R. Covey is a marvelous human being. He writes insightfully and he cares about people. The equivalent of an entire library of success literature is found in this one volume. The principles he teaches in The 7 Habits of Highly Effective People have made a real difference in my life.
—KEN BLANCHARD, Ph.D., author of The One Minute Manager

It is not only Ken, but also half of the rest of the current business life that glorify Covey, in the whole 6 pages of praise citations provided in the introductory pages. Well, what else can you expect from a book stamped "15 Million Copies Sold" and "15th Anniversary Edition" on the front cover. Unless, of course, Mr. Covey is a narcissist. Somehow, however, I doubt that.

This must be some book, eh? Well, it is. We will take a look at some of the key concepts below, together with a few illustrations. If you get inspired, you can then get your own copy, and continue to study on your own.

Before even Mr. Covey wants to define what the word habit means to him, he wants to talk about two other concepts: character ethics, and personality ethics. At some point of his career Mr. Covey conducted a study, where he took a look at some 200 years worth of United States based success literature. One of the key take-aways was, that during the last 50 years, "success guru" literature has started to lean more towards quick fixes. This is something Mr. Covey labels personality ethics. These quick fixes can be social rules, like "if person A does that, you should do this", or more simply something like "always wear a smile, even if you have fake it, and people will like you".

The problem with personality ethics is, according to Mr. Covey, is that it tends to fix only the symptoms, and not so much the root causes. Dealing with character ethics issues, on the other hand, is facing reality as what it really is. It is the art of dealing, and trying to understand the world more broadly, and better. It also means discovering your own values, and following the voice of your heart. This could mean re-discovering, and starting to respect, fundamental truths, like "don't steal". It might also mean just re-installing simple, easy-to-grasp concepts like being fair, and telling the truth to people.

As Mr. Covey also states himself in The 7 Habits of Hightly Effective People, one probably needs to use skills from both character and personality ethics, in order to be successful in life. But dealing with character is harder, as it means genuine inner change. That is why most people don't tend to want to do it. In stead, we want to have instant results: "Show me the trick!".

I would simplify it like this: Personality ethics is doing things or acting in specific ways, even if you don't understand why. Character ethics is being yourself, as you now know who your best self is, or at least what you want it to be. When working from a character ethics starting point, the doing of things will take care of itself… because the doing… is essentially being.

I hope I did not mix you up there… Let's continue.

Take a look at the picture below:

Covey's definition of a habit. To develop a habit requires knowledge, skills, and desire. Only a combination of the three will normally make changes in human behavior stick. (Adapted from The 7 Habits of Highly Effective People)

In order to develop mature, long-lasting habits, one has to know what they want to change, and how to do it. One must also truly want to do it. So, if you want to start a habit of regular physical exercise, it is not enough only to know that you should do it. You must also really want to do it, even when you feel tired after work. You must also know how to do your sport, so you don't hurt yourself. This might sound very trivial, but many people forget that knowing is not doing. As Mr. Covey puts it quite elegantly:

… to learn and not to do is really not to learn. To know and not to do is really not to know.

I hope Mr. Covey did not mix you up there… My example: I have personally many times said to myself that I should lose some weight. Still, it has not been easy to actually start the diet, and the grinding of extra miles on the thread mill.

As my pre-ramble became quite long, I will just give a quick run down of The 7 Habits:

Here they are. The 7 Habits of Highly Effective People. (Adapted from the book The 7 Habits of Highly Effective People)

Covey also has the idea that people start off life as highly dependent. As children, we are dependent on our parents for food, and shelter. We are also mentally dependent of parenting, and care. Some people keep a high level of dependency towards other people through their whole lives. This is not always good. By implementing the first three habits of (1) being proactive, (2) beginning with the end in mind, and (3) putting first things first, one can achieve private victory, and take steps towards independence.

Others strive very much for independence, and become extremely independent. Too much independence is perhaps not the best state either. If, for example, a couple consists of two persons living very independent lives, almost two separate ones, that it might still be a good relationship, but it would not be true companionship. Trust might also become an issue, leaving the persons not giving everything of themselves.

In such cases one idea would be to implement habits of public victory. These habits are (4) think win/win, (5) first seek to understand… then to be understood, and (6) synergize. The seventh (7) habit is called "sharpen the saw", and is a reminder that constant renewal in life is necessary.

Here follows a short recap of The 7 Habits, in tabular form:

The 7 Habits of Highly Effective PeopleTake initiative in your life, don't just be a reactive person. Don't concentrate on worrying. Instead, widen your own circle of influence. Make and keep commitments.Define your personal purpose, and values, in the form of a mission statement. Set goals for all important things of your life.Learn how to prioritize, and to use follow-up systems, like task lists, and a calendar.Try to find solutions and ways to interact, where both parties truly benefit. It is the only way to build long lasting relationships, may it be in business, or in personal life.5. Seek first to understand… then to be understoodMany times we are so full of the "rightness" of ou own ideas that we don't even listen to what the other person is trying to say, if they don't instantly agree. Instead, we feel the other person has problems, as they don't do as we want. In reality we have never even stopped to listen to what the other person is trying to say. Mutual learning and mutually discovered insights will carry longer. Be open to new ideas. Don't ever think you are ready. In stead, keep developing yourself. Don't become old and arrogant, instead, remain humble.

A table summarizing very shortly some key ideas from the habits presented by Mr Covey, in his book. Reading the full stories yourself will open these ideas more.

According to Mr. Covey, one should center their life around solid principles, like the ones presented in The 7 Habits. Additional personal choices can be seen as values, and fall inside habit 2. A person who is centered around principles is usually stable. There exists many alternative centers to choose from, like shown in the picture below. Some of us unconsciously have chosen one of them. This happens easily, as how many of us really has stopped to think about these issues anyway? Before now, of course…

A list of alternative centers of life. The alterntive centers have been drawn around the "right answer", which is principles. If your principles are right, you don't need to worry about the alternative centers. (Adapted from The 7 Habits of Highly Effective People)

The challenge with most other life centers than principles is that you cannot control them, and you have no power over them. If you choose that your life is defined by your friends, and how your friends feel about you, what happens when you suddenly are alone? Or if your friends have unexpected changes in their lives, and you become less important to them, even temporarily. With such a center, your friends get to decide when you feel good, and when bad.

It is better to choose a life built around principles, Mr. Covey says. Most likely he is — to a large extent — right.

This is a truly remarkable book. It belongs to the rare group of books that can start the process "enlightening" people to a more mature level. Some people might not like the religious references that Mr. Covey makes in the very beginning and end of the book, but those references are limited.

The last chapter "Inside-Out Again" is a beautiful story about Mr. Covey and his wife, and how they grew more closely together after having already been maried for quite a while. It is at the same time a summary of the principles presented in the book.

When writing this article, I read my own copy of The 7 Habits of Highly Effective People for the third time. It is still a good one.

Time Management Books. Please have a look at my personal collection of the best books around this subject. From each one I have got at least one really useful insight.

Time Management (Main Page). Learn different time management solutions and be more efficient in everything you do. Increase your personal productivity and discover more free time!

View the original article here

Act As If You Are Feeling Good

noreply@blogger.com (admin) — Mon, 24 Oct 2011 16:54:00 +0000

photo credit: mynameisharsha

By adopting physical actions of a positive nature — that is, acting contrary to your depressed feelings, the body is often tricked into a more positive mode.

To do this, just apply some action that you know will produce good feelings – for example, actually making some appointments or spending a few minutes to share a joke with your friends.

Trackback URL
http://www.stresstips.com/act-as-if-you-are-feeling-good/trackback/

View the original article here

A Useful Tool for Stressed Out Mums and Dads

noreply@blogger.com (admin) — Mon, 24 Oct 2011 16:39:00 +0000

This is quite a simple device but it could play a positive role in reducing your stress.

Trackback URL
http://www.stresstips.com/a-useful-tool-for-stressed-out-mums-and-dads/trackback/

View the original article here

Stop, Think and Choose – The Art of Making Positive Life Choices

noreply@blogger.com (admin) — Mon, 24 Oct 2011 16:27:00 +0000

Julie Verner-Mackay has been presenting her outstanding successful Choices Program since 1974. Her company is VM Learning which is located in Brisbane, Queensland. I spoke to her about her program which has produced transformational changes in thousands of men and women.

Julie, what is the primary objective or outcome of the Choices Program?

In two words, conscious choice.

How significant is that in terms of the person’s life and managing stress?

The tendency for most human beings is to react rather than pro act in a situation. For example, most people who have experienced an extremely busy day tend to just automatically start saying “I’ve had a busy day, I’m really tired and stressed. Their self-talk propels them into a greater level of stress. They often don’t realize that there is a gap between stimulus and response and that they can actually choose another way of looking at things.

If you ask some very busy people how they keep going, my father-in-law is a perfect example, retired from medical practice at 65 but didn’t retire started mentoring and assisting others and then set up a horse stud and so on. He doesn’t see work as a chore, he sees it as a passion and so if he has had a really busy day his way of dealing with it is to say to himself “I’ve had a great day and got so much out of it”.

What we have as human beings is a choice continually and some of the choices that we make in terms of our self-talk are not altogether helpful for managing stress.

A person taking charge of their life and making choices, is it all about just internal self talk?

Now I think it also relates to the external choices that we make. The choices that we make in terms of the people that we befriend and the health of those relationships. Our choices in terms of the decisions that we make to do at any one time, like deciding to meditate or opening a beer and sitting quietly in front of the TV.

We are making choices all the time and I believe that our whole existence here on earth is basically the sum total of the choices that we make continually whether it be internal or external. I mean they all start internally but they impact on how we act externally.

So what guidelines do you give people to make the right choices?

What I try to stress is that it really is about stopping and thinking and asking yourself relevant questions. To do that you have to be in the moment asking yourself what is really going on for me right now. Asking what am I thinking, what am I feeling, what am I doing. To take a second out and think about what is actually happening, to become actually conscious of what is going on inside you. Developing that level of self-awareness.

So it is becoming conscious, first of all about how they are thinking feeling and acting, and then learning the art of reframing. If they find themselves sitting at work tense up against the computer thinking “Oh my God I’ve got so much work to get through, I’ve gotta get through, I’ve gotta get through” then that is not going to be very helpful because it is consuming the energy required to get through and it is causing them to become even more stressed. They get emotional about it which only sabotages their ability to finish it anyway.

Learning to say something a little bit more helpful like:

“I can only do what I can do”

I’ll do the best that I can”

“I can only do what is humanly possible and I’ll just pace myself and I’ll just keep going and I’ll finish what I can finish and if I can’t get it all done then it will be there in the morning”.

These statements take the foot off the accelerator of fear really, because that is often why we end up in a stressed state. We are perceiving something as difficult and the consequence of that is often as stressed state.

When people come to your Choices Program what do you teach them?

I give them some strategies in how to become more self-aware. Most of us are aware in terms of issues in our relationship with others but are not so aware of the issues in relation to ourselves. We tend to have a more external focus.

So often I explain the anatomy of a dispute or an emotional situation that occurs between people, an argument for example, and the process involved in that and then I get them to come out of that recognizing that we contribute to the relationships we have with other people.

I get them to go beneath the surface in terms of understanding what is going on for them. So get them thinking about the last time they had a dispute or difficult time with someone else. Initially they’ll explain it like “I went somewhere and I saw this person and she said this and then I got upset because she did that”.

I use a model called the Ladder of Inference and then get them to come down the ladder and try to imagine their contribution in it. So the first step in developing that level of self awareness, for example, is to ask “what was going on to me, what was I saying to myself at the time and how did that contribute an external situation that I have with another person”.

So if you get them to focus firstly on their relationship with others then it is much easier. If you look at a challenging time with another person you can usually start to understand the dynamics.

A large part of the program is understanding themselves, understanding their beliefs, and their core values. What are the things that push their buttons. We use language that people are comfortable with. Then I give them strategies for how, when they feel themselves reacting to situations, they can manage themselves.

I use an adapted model from Goleman. He talks about traffic lights and he’s done this for kids. So he talks about stop, think and choose. He uses the lights red, amber and green. He says when you see yourself starting to react you stop, then you think about “what’s going on with me why, am I feeling this response, what’s coming up for me? Is it that I am feeling that I’m being undervalued because the person’s not listening to me? Where is this emotion coming from etc.” and then recognising that you could think about it in a different way.

Mind you this is all very easy in theory, it’s very easy to talk about but the hardest thing to do because we have developed in this habitual way of thinking, we have got these thought patterns that have just gone for years – this happens, bang, I think this way!

So it’s about unlearning. It’s about a weakening of those neurological pathways in the brain so that we can start to get a different response, or a less automatic response. I give them some strategies around that.

Part of the program is also about empathy – how to get out of my position only and into the position of the other person. That’s really important training because some people have not really developed the capacity to imagine what is going on for another person and the more rigidly they stick in their position the more damaged their relationships will often be. That rigidity of thought often prevents them from making good choices.

A lot of people have developed coping mechanisms of saying “Well that’s the way she is and I can’t do anything about that – this is how I feel and this is what’s going on to me.” That reluctance to get over and try and see what it might be like for that other person. It is a human tendency to stay in our own position.

We do quite a bit of work on assertiveness and core communication skills.

On Day One they do self management and focus on developing a bit more self awareness and some self regulation using emotional regulation tools and strategies. Then I set them some work in the week between Day One and Day Two. When they go back home they have to journal, they have to record their running up the ladder and going and getting emotional and try and unpack it and look at things like:

what happened to me;what was the trigger;what was the activating event;what was the belief that came up;what were the consequences and if I disputed those beliefs and saw it differently what would I say to myself (which is a bit of a reframing exercise);how did it feel when I explained it to myself?

The purpose of these activities between week one and two is that they start to actually develop some thinking strategies that they’ll put into place to stop themselves from automatically running up the ladder.

We know that this is a long-term process but I try and get them to a point of becoming conscious of their thinking strategies.

They often come back with remarkable stories. It is surprising when people take the information away and just even with the slightest attempt to think through their behavior they get a different result. So they can come back very excited. But I’ll come back and say “Well I totally stuffed this, I just lost it, but then I did I did it again” so they know that it’s one step forward three steps back.

On Day Two we explore managing emotions in others and managing your relationships with others when they are under stress. That’s where the empathy and assertiveness training comes in.

Thank you Julie.

Full details of the Choices Program can be seen here.

Trackback URL
http://www.stresstips.com/choices/trackback/

View the original article here

The Hidden Power of Smiling

noreply@blogger.com (admin) — Mon, 24 Oct 2011 16:13:00 +0000

by John Townsend ~ May 20th, 2011. Tags: smiling Filed under: Stress Management.

This video by Ron Gutman is definitely worth watching because smiling can definitely reduce your stress and this claim is supported by sound scientific research.

Click here to go to TED Talks if you cannot see the embedded video.

Trackback URL
http://www.stresstips.com/the-hidden-power-of-smiling/trackback/

View the original article here

Stress Reduction Hobbies: Sailing

noreply@blogger.com (admin) — Mon, 24 Oct 2011 15:58:00 +0000

photo credit: Artificial Art

Gary Innes is Commodore of the Coffs Harbour Yacht Club and has been on the board of the yacht club for the last four years. Over the last three years Gary has been on the committee of management for the Coffs Harbour Chamber of Commerce and industry and are very proud member of Daybreak rotary club. Gary broadcast every Monday afternoon on 2HC the local commercial broadcasting station.

Gary how long have you been sailing?

I’ve been sailing since I was a child really in dinghies and only just took it up again after 10 years of waterskiing. I’m back into yachting now rather than dinghies and really having a great time.

There are lot of people will assume that yachting is a sport only for the rich and famous. Is it something that people can get into for a reasonable price?

Yes it is. You can go down to a local Yacht Club like the Coffs Harbour Yacht Club and become a member for a couple of hundred dollars, which is not a lot when you use it over the course of the year, and you can go sailing. On Thursday night here in Coffs Harbour we have twilight sailing, during daylight savings, and we also try to get out every weekend. You can join up for $220 and become a member of the club and go out sailing.

So you don’t have to go and buy your own yacht?

No. It takes quite a few people to sail a yacht so as the owner of a yacht I can take up to 10 people and I won’t go out on my own.

What are the things that really appeal to you about sailing?

One of the most magnificent things I have ever seen while sailing, which made me realise how peaceful and calm your life can be, was when the sun was going down in the west as we were sailing up the coast of New South Wales. You might have a small sleep overnight, while the other members of the crew were sailing, and then, in the morning, you see the sun rise again and you’re being on the water for that whole 12 hour period. It is just an amazing feeling that you have done something completely different. Something very peaceful. Something very quiet. It is a wonderful experience. I really enjoy a night sailing more than anything else at all.

Have you participated in any major sailing events?

Before I owned my own yacht I have had the opportunity to twice do the Pittwater to Coffs Harbour yacht race. I wouldn’t call that the most peaceful sail I have done! But it was a lot of fun and it teaches you a lot about sailing. It puts you in a situation where you’vre got to make decisions. When you are just sailing overnight in your own boat at your own pace in your own time, the decisions you have learnt to make in advance, they keep you are very safe person at sea.

Have you had any terrifying experiences while sailing?

Funny you say that. We were out at the lighthouse only a couple of months ago and we’re all looking towards the lighthouse as we were sailing towards it which meant we were looking in a northeasterly direction watching the sails, watching the boat. Coming behind us was this big Southerly Buster and I must admit that we didn’t notice it. It was a bit remiss of us, but we didn’t notice it. We had a spinnaker up, we had full headsails up, the whole thing, and that wind came and just absolutely flattened us – a forty foot yacht laying on its side, 150 yards just this side of the lighthouse. It was a bit terrifying.

Do you find sailing helps you with your own personal stress management?

Absolutely. It’s funny that you say that, I got a message from the young lady who comes sailing with us often, and her message was “I couldn’t go out last week, I’m in withdrawal. I’m stressed out. When are we going again?” I thought, that’s exactly what’s all about. Sailing is all about relieving stress and looking after yourself. It’s something you look forward to. When you’re out on the water no one else can contact you. We don’t allow mobile phones on the boat. We have to have the radio on, but we just sit there and relax and enjoy it. It’s a couple of hours a week.

I think the wonderful thing is that people can just go to their local Yacht club, anywhere in the world and go sailing.

Yes it is. Some yacht clubs become a little bit exclusive, that they are the bigger ones, you’re got to go to the smaller clubs sometimes, but right around the world people will let you go sailing. They want you to go sailing. We are actually short of people to go sailing particularly in the age bracket of 25 to 40. So if you are in that age bracket, and you want some stress relief, I think sailing could be a great option.

Trackback URL
http://www.stresstips.com/sailing/trackback/

View the original article here

Depressive Slumps and How to Treat Them

noreply@blogger.com (admin) — Mon, 24 Oct 2011 15:46:00 +0000

photo credit: swanksalot

Our emotions are delicately balanced. The balance can be disturbed when we over-extend the nervous system. In times of high arousal the nervous system is working overtime and we are using a lot of psychic energy. The brain can’t remain in this state of accelerated activity so the nervous system tries to force us to rest. One of the ways that it does this is to bring on a feeling of depression.

The depression is thought to actually build up under the high arousal so while ever we keep powering on it is masked. However, given the slightest break, the depression emerges and we sink into an emotional slump.

The consumption of alcohol lowers arousal levels and this is why people who have been pushing their nervous system wake up with a severe depression after a night on the booze. Depression usually causes us to be inactive. We prefer to just lie around and do nothing. This lassitude can assist the nervous system to repair itself.

While the feelings associated with the slump are often unpleasant they can serve a very useful purpose. If you’ve been working like a dog at a sheep trial; breaking all previous management records in your company and doing plenty of boozing – don’t be surprised if you occasionally slump.

How to Overcome Depressive Slumps

Get some exercise. Take a brisk walk or a swim when you are gloomy.Watch your diet. A low fat, high carbohydrate seems to assist production of beta-endorphins — the good feeling chemical.Recall some positive memories of work or personal success.Do something positive for someone else. The good feelings will rub off.Act as if you feel good. Your mind can trick your body.Catch a positive emotion. Associate with positive people and their emotions will be contagious.

Take your foot of the accelerator and go with the flow. If rest and recuperation doesn’t fix it then please seek medical assistance.

Trackback URL
http://www.stresstips.com/depressive-slumps-and-how-to-treat-them/trackback/

View the original article here

Do Something Positive for Someone Else

noreply@blogger.com (admin) — Mon, 24 Oct 2011 15:36:00 +0000

photo credit: learningexecutive

Some animal research suggests that when rats help or protect their kith or kin the action causes the altruist’s brain to produce endorphins. Antisocial behaviour has the opposite effect.

While these studies have not been applied to humans, it makes evolutionary sense that we are built in such a way that when we do a good turn for someone else we feel good. Nature has probably planned neuropeptide release on these occasions to ensure that infants arc well protected.

The word dynorphin means power and this is appropriate because dynorphin is 200 times more powerful in its actions than morphine.

Trackback URL
http://www.stresstips.com/do-something-positive-for-someone-else/trackback/

View the original article here

Manage Your Stress with the Magic of Music

noreply@blogger.com (admin) — Mon, 24 Oct 2011 15:22:00 +0000

Try this excellent video for putting some pep in your day.

We owe a great deal to entertainers for making life so much more enjoyable.

Trackback URL
http://www.stresstips.com/manage-your-stress-with-the-magic-of-music/trackback/

View the original article here

The Users Guide to Brain Chemicals Controlling Stress, Mood and Emotions

noreply@blogger.com (admin) — Mon, 24 Oct 2011 15:08:00 +0000

photo credit: Andre Um

The word neuropeptide is so new thai it’s rare to find it in a dictionary published before 1990. I have a 1987 copy of the Australian Concise Oxford Dictionary and the word neuropeptide doesn’t get a guernsey, although the word peptide is discreetly tucked away in the pages containing words that begin with the letter “P”. I have access to 225,000 words in a beautifully bound two volume set of The World Book Dictionary hut alas neuropeptide is nowhere to be found. There’s neuroblast, neurodermatitis, neuroendocrinology and neuropter which should not be thought of as a helicopter with a human brain.

Over the past 25 years spectacular advances have been made in the field of brain research. One of the landmark discoveries took place in 1973 when Dr. Solomon Snyder, a neuroscientist working at the John Hopkins University, made a remarkable discovery that the brain had its own natural opiate-like receptors (Pert & Snyder, 1973).

It was assumed that these receptors were the sites in the brain where opiates such as morphine and heroin acted to produce pleasure and the relief of pain.

Snyder and his colleague, Dr. Candice Pert, concluded that if the brain had opiate receptors then it also had its own natural opiates. His remarkable discovery led to the establishment of a new branch of science called molecular psychology.

[Molecular psychology is based on evidence that human thought, emotion and behaviour results from the interplay of chemical molecules across the surface of brain cells.]

The work of Snyder and other neuroscientists has revolutionised our
understanding of how the brain works and has had enormous flow-on
benefits in the fields of psychiatric medicine.

Neuropeptides and stress

Neuropeptides are naturally occurring substances found in the brain. They are also found in the intestine where they regulate the flow of food by altering the rhythm of contractions.

When we are under stress neuropeptide levels increase to protect the immune system, the body’s front line of defence against disease.

Generally speaking, neuropeptides are involved in many functions of the brain associated with pleasure and pain. A neuropeptide called dynorphin was discovered in 1979.

The word dynorphin means power and this is appropriate because dynorphin is 200 times more powerful in its actions than morphine.

Neuropeptides are being discovered all the time. At least sixty have been indentified so far and they rally under such fancy names as alpha endorphin; gamma-endorphin; beta endorphin; leu-enkephalin; met-enkephalin; Peptide E; Substance P. The best known neuropeptides are endorphin (not to be confused with the Australian rock band of the same name) and enkephalin. The word endorphin is a shorthand expression covering all the natural opiates produced by the body.

Spiders and monkeys have endorphins!

Endorphins are found it many other organisms besides humans. These powerful neuropeptides are present in the humble, but persistent leech; in a wide range of spiders; in monkeys swinging from tree to tree; in rats that scuffle in the night; and abundantly present in lobsters … especially those that are swimming indifferently in illuminated fish tanks in Seafood Restaurants!.

Endorphin and enkephalin are found in high concentrations in the limbic system, particularly in those areas related to pleasure and pain.

Certain parts of the brain contain dense clusters of receptors for neuropeptides. In X-rays of the brain they show up like dense galaxies of stars in a vast universe.

Neuropeptides serve many useful functions. During stress they are released to help us cope with the pain. This is probably why people who suffer severe injuries in a car accident don’t feel the full pain wave until they get to hospital. The brain has it own morphine and it uses it in times of emergency.

Shirley MacLaine talks about neuropeptides.

Actress Shirley MacLaine relates a personal incident that demonstrates the power of the body’s neuropeptides to suppress pain:

“It was the evening of the Cinderella performance. I was dancing the Fairy Godmother, and I stood in the wings after completing my plies and warming up exercises. The orchestra tuned up, the house lights dimmed, and the audience quieted. The overture began and the curtain was about to open. Before it did, I took a few practise grand jetés across the stage.

Snap!

I went down. A sharp pain pierced my right ankle and it doubled under me. Terrified, I looked quickly around to see if anyone had noticed. No one had. Dancers fall down all the time. I looked at the ankle. It was already swollen. I tightened my toe-shoe ribbon to a death grip, and stood up. The curtain went up.

I climbed on point and began to dance. With each movement I seemed to step further out of myself. The pain left me. I began to feel a sense of triumph that gave me strength – not an anesthetized strength as though I had dulled the pain, but more as though my mind had risen above me and was looking down. The dance movements came in an easy flow, and I felt that I was soaring above myself. I knew the pain was there, but I was on top of it somehow. It was probably my first experience in mind over matter. And the feeling was exquitite.

On a ballet stage in Washington, D.C., I first came in contact with my potential talent for becoming a mystic!

Two and a half hours later the ballet and curtains call were over. I asked for an ambulance and then the pain hit. I didn’t walk for four months.” (MacLaine 1970, p.12)

Neuropeptides stop us feeling like a drug addict in a state of withdrawal.

Without neuropeptides we would suffer constant wracking pain from head to toe feeling like the drug addict in a state of withdrawal. When the addict is hitting his brain with heroin, the brain lowers production of the endorphins and enkephalins. When the heroin is removed withdrawal sets in as the body tries to fight pain without its natural opiates.

Valium has been used for decades to relieve pain. It does this by stimulating the production of more endorphins. Enkephalin is known to be a natural pain-killer.

When are neuropeptides active in the body and why are they important to you?.

Neuropeptide levels are known to be high in long-distance runners. Their presence is certainly detectable during sexual orgasm. They’re the nice feelings that accompany being in love. Evidence has been produced to show that they play an active role in the positive outcomes associated with acupuncture and the placebo effect.

Their release is often triggered when we are being praised or complemented. If you meet a client who shows genuine enthusiasm to see you again and compliments you on your excellent service then the flush of good feeling that follows from this praise is a sign that the neuropeptides are at work.

The Body’s Sixth Sense.

Recent research suggests that neuropeptides have a positive effect on the body and play a key role in health and well-being. While it was once thought that communication between the brain and the body was a one- way street with the brain sending out instructions and the body responding, scientists are now finding evidence showing that the conversation is two way. The key messengers in this biological dialogue are the neuropeptides. They have even been dubbed the body’s sixth sense because they can alert us to problems even before we get sick.

Neuroscientist Dr. Candice Pert has proposed that our emotions are produced as a result of the interplay of neuropeptides in the brain and in the body. She has suggested that “…such biochemically mediated emotional patterns may have served during our evolutionary history by biasing the way that we think and behave so as to increase our chances of survival, both as individuals and as a species.” (Wood & Dienstfrey 1989, p.38)

lt seems possible that our desire to be healthy and productive may actually encourage the neuropeptides in their work. People who are high achievers and who enjoy their work experience the neuropeptide good feelings quite regularly. Those feelings actively promote a positive sense of well-being.

On an organizational level this equates to that tangible (hut difficult to describe) good atmosphere of a positive, team-based environment. Each person in the team, from the manager to the most junior assistant, benefits from increased neuropeptide activity and the accompanying highs which lead to better productivity.

Neuropeptides and addiction.

Some people are unable to produce enough neuropeptides to meet the demands of the body. Pharmacologists are now speculating that lower- than-normal levels of neuropeptides may cause the psychic-pain that drives people to turn to alcohol just to feel normal.

Enkephalins and endorphins are very powerful neurotransmitters. So powerful in fact that it is possible to become self-addicted! Experiments with rats demonstrate this phenomena. Animals given an opportunity to electrically stimulate the pleasure centres in their brain by pressing a lever have been seen to stimulate themselves for 24 hours without rest and as often as 5,000 times an hour! This is why addicts are prepared to sell their grandmother for another fix.

One way to demonstrate the power of neuropeptides is to see what happens when their receptors are blocked.

By some strange twist of nature the molecules of the opium poppy happen to fit into the receptor key locks reserved for the brain’s natural opiates, endorphin and enkephahin.

This is why heroin has such a powerful effect on mood. Once heroin gets into the brain the molecules go straight to the receptors reserved for the endorphin and enkephalins and a massive high results. The heroin switches on the body’s pleasure centres in a way that nature never intended.

lf a person is delivered to a casually ward in a hospital in a comatose state and the intern suspects heroin overdose then she has one very effective way of confirming the diagnosis. She injects the patient with a synthetic neurotransmitter called Naloxone. If the coma is heroin induced then the patient soon sits up but feels like a thousand hangovers.

Naloxone works by locking onto the receptor sites that heroin is working over. It sits in the lock but doesn’t activate the neuron. It’s like trying to start your Ford with your next door neighbour’s Ford key. The key will sit nicely in the ignition lock but it won’t switch on the motor. Naloxone does just that. It blocks the heroin. The addict regains consciousness but because the good feeling key holes are all blocked he feels exceptionally unwell.

The take away message from this post is that our brain has been marvelously designed through years of natural selection and that it will works wonders for us if we treat it with respect.

References:

MacLaine, S. (1970). Don’t Fall Off the Mountain. New York. Bantum Books.

Pert, C.B., & Snyder, S.H. (1973) Opiate Receptor: Demonstration in Nervous Tissue. Science , 179, 101 1-101

Wood, C & Dienstfrey, H. (1989) Positive Emotions and Health: A Conference Report. Advances, 6, 2:36-42.

Trackback URL
http://www.stresstips.com/the-users-guide-to-brain-chemicals-controlling-stress-mood-and-emotions/trackback/

View the original article here

Simple Stress Strategies: Walk an Expansive Beach

noreply@blogger.com (admin) — Mon, 24 Oct 2011 14:54:00 +0000

Storm clouds reflected in the water at Woolgoolga Beach NSW

Trackback URL
http://www.stresstips.com/simple-stress-strategies-walk-an-expansive-beach/trackback/

View the original article here

OPTIMIZING COMPANY’s KPI’s with BALANCE SCORECARD

noreply@blogger.com (admin) — Mon, 24 Oct 2011 14:44:00 +0000

AppId is over the quota

OPTIMIZING COMPANY’s KPI’s with BALANCE SCORECARD

Description

Pelatihan ini ditujukan tidak hanya bagi mereka yang sudah menerapkan Balance Scorecard dan ingin mengoptimalkan formulasi KPI nya, tapi juga bagi perusahaan yang belum menerapkan Balance Scorecard dan ingin meningkatkan KPI nya dengan mengacu pada KPI Balance Scorecard.

Mengelola dan menselaraskan kinerja perusahaan dengan kinerja individu karyawan tak pelak lagi merupakan salah satu elemen penting bagi kesuksesan sebuah entitas bisnis. Toh demikian, dalam kenyataannya mengintegrasikan kinerja perusahaan dengan kinerja individu bukan merupakan proses yang mudah; dan karenanya diperlukan sejumlah pendekatan yang sistematis untuk mengelolanya.

Pelatihan selama tiga hari ini didesain untuk memberikan pendekatan yang komprehensif dan sekaligus praktikal, tentang bagaimana langkah-demi-langkah membangun sinergi antara corporate and employee performance. Workshop juga akan menuntun peserta untuk mengidentifikasi serta memformulasikan suatu KPI (Key Performance Indicator) yang optimal, dengan menggunakan pendekatan empat perspektif Balanced Scorecard.

Course Outline

Mengenal model Pendekatan Integratif dalam Mengelola Kinerja Perusahaan : Corporate, Division/Department and Individual ScorecardMendesain Peta Strategi dan Sasaran Kinerja Perusahaan dengan Pendekatan Empat Perspektif Balanced ScorecardMenurunkan (cascading process) Sasaran Kinerja Perusahaan ke Level Divisi/DepartemenMendesain dan Merumuskan Individual Performance Scorecard dengan Mengacu pada Corporate and Division/Department ScorecardMemperkenalkan metode untuk Mengidentifikasi Key Performance Indicators dari Beragam Fungsi dalam PerusahaanBagaimana cara mengintegrasikan Sasaran Kinerja Korporat dengan Sasaran Kinerja IndividuDengan intensifnya workshop diharapkan setelah pelatihan ini peserta dapat mengembangkan sendiri KPI-KPI yang optimal untuk berbagai fungsi di Perusahaan.

Course Method

Presentation, Discussion, Simulation, Case Study, and Evaluation.

Who Should Attend

Peserta yang diharapkan berpartisipasi dalam program ini adalah antara lain GM/Manajer/Specialist yang berperan dalam pengelolaan kinerja korporat dan kinerja SDM.

Instructor

Yudhi Satria Restu SE, S.Psi. Msi
Instruktur merupakan pakar dan praktisi di bidang HR yang terbiasa memberikan pelatihan di beberapa perusahaan berskala nasional.

Duration: 4 days training

Time:

24-26 okt 20119th – 11th 201123-25 nov 201114 – 16 des 201118-20 jan 2011 1-3 feb 201215-17 feb 2012

Venue:

WISMA MM UGM, Yogyakarta

Course fee:

Rp 5.750.000,-/ pesertaSpecial rate Rp. 5.500.000/ peserta untuk pengiriman minimal 3 peserta dari perusahaan yang sama.Special rate Rp. 5.000.000/ peserta untuk pengiriman minimal 5 peserta dari perusahaan yang sama.

Fasilitas:

Training kitHard and soft copy materi (flashdisk)SertifikatSouvenir2x coffee break and lunchTransportasi antar jemput selama training ( bandara / stasiun/ terminal -hotel-tempat pelatihan PP)Share and Enjoy: These icons link to social bookmarking sites where readers can share and discover new web pages.

Related Training:

Optimizing Company’s KPIs with Balance Scorecard Optimizing Company’s KPIs with Balance Scorecard Integrating Corporate and Employee Performance through Balance Scorecard Swiss-Belhotel/Hotel Harris, Jakarta *| December 14th, 2011 | Rp. 2.450.000, - (Full Fare) Workshop ini ditujukan...Strategi Mengembangkan KPI Yg Optimal dengan Balance Scorecard Strategi Mengembangkan KPI Yg Optimal dengan Balance Scorecard Jakarta | 22-23 September 2011 | Rp. 3.500.000,- Jakarta | 13-14 Desember 2011 | Rp. 3.500.000,- KPI List With MS Excel Formula...Optimalisasi KPI Dengan Pendekatan Balance Scorecard : Sebuah Upaya Mengimplementasikan PMS Optimalisasi KPI Dengan Pendekatan Balance Scorecard: Sebuah Upaya Mengimplementasikan PMS Harris Hotel Tebet / Aryaduta Hotel Semanggi, Jakarta |Kamis, 20-10-2011 – Jum’at, 21-10-2011 | Rp 3.150.000,- Mengelola dan menselaraskan kinerja...BALANCE SCORECARD BALANCE SCORECARD JAYAKARTA HOTEL – Bandung| 23 s/d 24 Maret 2011 | Pk. 08.30 s/d 17.00 | Rp. 3. 950.000,- Menjabarkan visi, misi dan strategi perusahaan menjadi rencana usaha yang...INTERNATIONAL CERTIFIED BALANCE SCORECARD PROFESSIONAL (Pasti Jalan) INTERNATIONAL CERTIFIED BALANCE SCORECARD PROFESSIONAL WORKSHOP Grand Kemang Hotel*, Jakarta | 20 – 21 July 2011 | Rp. 6.000.000,- The Certified Balanced Scorecard Professional program, of Carlton Advanced Management Institute,...Change Management Training Change Management Training Wisma MM UGM, Yogyakarta | 2-4 nov 2011 | IDR 5.500.000 / participant Wisma MM UGM, Yogyakarta | 9-11 nov 2011 | IDR 5.500..000 / participant Wisma MM UGM, Yogyakarta | 16-18 nov 2011 | IDR 5.500.000 / participant ...BALANCE SCORECARD AWARENESS BALANCE SCORECARD AWARANESS Hotel Grand Setiabudi Apartment, Bandung | 22 – 25 Juli 2008 | Rp. 4.500.000,- / orang (non res) I K H T I S A R The...Balance Scorecard Drill-Down to Individual Performance Balance Scorecard Drill-Down to Individual Performance Hotel Manhattan Jakarta | 26 – 27 Januari 2010 | Rp. 2.450.000,- Introduction : Implementasi Balanced Scorecard (BSC) telah terbukti membantu organisasi dalam...Implementasi Balanced Scorecard untuk Perencanaan Strategis Implementasi Balanced Scorecard untuk Perencanaan Strategis Hotel Harris-Tebet, Jakarta | 20-21 Oktober 2011 | Rp. 5.250.000(Non Residensial) Hotel Harris-Tebet, Jakarta | 16-17 November 2011 | Rp. 5.250.000 (Non Residensial) Hotel Bidakara-Pancoran,...Workload Analysis Workload Analysis Wisma MM UGM, Yogyakarta | 2-4 nov 2011 | IDR 5.500.000 / participant Wisma MM UGM, Yogyakarta | 9-11 nov 2011 | IDR 5.500..000 / participant Wisma MM UGM, Yogyakarta | 16-18 nov 2011 | IDR 5.500.000 / participant Wisma...

View the original article here

ANALISIS PENGEMBANGAN SUMBER DAYA MANUSIA (SDM)

noreply@blogger.com (admin) — Mon, 24 Oct 2011 14:29:00 +0000

AppId is over the quota

ANALISIS PENGEMBANGAN SUMBER DAYA MANUSIA (SDM)

Wisma MM UGM Yogyakarta | 13-15 Desember 2011 | 08.00 – 16.00 WIB | Rp. 4.000.000,- per orang

DESKRIPSI
Sumber Daya Manusia dianggap sebagai salah satu faktor produksi yang penting. Sumber Daya Manusia juga berperan sebagai perencana, pemikir dan pelaku dari suatu organisasi. Dengan demikian Sumber Daya Manusia merupakan pengendali dari organisasi. Oleh karena Sumber Daya Manusia merupakan faktor produksi yang penting, maka perlu dikembangkan sedemikian rupa sehingga sasaran dan tujuan dari organisasi dapat dicapai dengan tanpa meninggalkan kepentingan dari Sumber Daya Manusia itu sendiri.
Untuk mengembangkan Sumber Daya Manusia diperlukan perencanaan yang baik dengan tujuan untuk membantu pimpinan organisasi dalam mendayagunakan Sumber Daya Manusia itu sendiri sehingga organisasi akan mampu meningkatkan efisiensi dan produktivitasnya.
Pelatihan Analisis Pengembangan Sumber Daya Manusia ini akan membahas berbagai aspek terkait dengan analisis pengembangan SDM meliputi Peranan Perencanaan Sumber Daya Manusia dalam Meningkatkan Kinerja Perusahaan, Analisa Perencanaan Pengembangan Sumber Daya Manusia dalam Rangka Peningkatan Kinerja, Analisa Pengembangan Sumber Daya Manusia, dan terakhir adalah Peranan Gugus Kendali Mutu dalam Pengembangan Sumber Daya Manusia.

MATERI KURSUS

Pendahuluan : Pengembangan SDM VS Daya Saing GlobalTrendwatching dan Analisis SWOT untuk Pengembang SDMIdentifikasi Kebutuhan Pengembangan SDMPerencanaan SDM (HR Planning)Analisis Kebutuhan Organisasi dan Divisional dalam Proses Perencanaan SDMAnalisis Perencanaan Pengembangan SDMPrestasi Kinerja Maksimal (Produktifitas) Sebagai “Base Line Data” dalam Menetapkan Kebutuhan SDMPeranan Gugus Kendali Mutu dalam Pengembangan SDMStudi Kasus

PESERTA
Pelatihan ini sangat relavan diikuti oleh pihak manajemen perusahaan untuk perusahaab skala kecil, menengah atau besar, Manajer SDM atau HRD, Staf HRD dan semua pihak yang terkait dengan pengembangan SDM Perusahaan.

INSTRUKTUR
Tekad Wahyono S. Psi, M.Psi dam Tim

WAKTU & TEMPAT

13-15 Desember 201108.00 – 16.00 WIBWisma MM UGM Yogyakarta

INVESTASI
Biaya kursus: Rp. 4.000.000,- per orang (Non Residential)

FASILITAS
Certificate, Training Kit, Module / Handout, Lunch, Coffee Break, Souvenir

cforms contact form by delicious:days

Share and Enjoy: These icons link to social bookmarking sites where readers can share and discover new web pages.

Related Training:

MANAJEMEN SDM (SUMBER DAYA MANUSIA) MANAJEMEN SDM (SUMBER DAYA MANUSIA) Wisma MM UGM, Yogyakarta | 12 s.d 14 Juli 2011 | Rp 4.000.000,-/participant (non residensial) Deskripsi Pelatihan ini bertujuan untuk meningkatkan pengetahuan peserta mengenai...TRAINING SUMBER DAYA MANUSIA : MANAJEMEN STRESS TRAINING SUMBERDAYA MANUSIA : MANAJEMEN STRESS Hotel Ibis, Jogjakarta | 17- 19 Oktober 2011 | Rp. 5.500.000 per Peserta Hotel Ibis, Jogjakarta | 31 Oktober – 2 November 2011 | Rp....SURVEY KEPUASAN KARYAWAN DAN SUMBER DAYA MANUSIA Survey kepuasan karyawan dan Sumber Daya Manusia Hotel Ibis, Yogjakarta | 24–26 Oktober 2011 | Rp. 5.750.000 per Peserta Hotel Ibis, Yogjakarta | 8-10 November 2011 | Rp. 5.750.000 per...RISET SUMBER DAYA MANUSIA RISET SUMBER DAYA MANUSIA Hotel Ibis,Yogjakarta | 20-22 September 2011 | Rp. 5.500.000 per Peserta Hotel Ibis,Yogjakarta | 4-6 Oktober 2011 | Rp. 5.500.000 per Peserta Hotel Ibis,Yogjakarta | 8-10...Menyusun Anggaran Untuk Pengembangan Sumber Daya Manusia Menyusun Anggaran Untuk Pengembangan Sumber Daya Manusia Harris Hotel Tebet / Aryaduta Hotel Semanggi, Jakarta | Selasa, 28-09-2010 – Rabu, 29-09-2010 | Rp 3.150.000,- Pelatihan ini merupakan indentifikasi dari...MANAJEMEN SUMBER DAYA MANUSIA MANAJEMEN SUMBER DAYA MANUSIA SAPHIR HOTEL – Yogyakarta| 12 s/d 13 April 2011 | Rp. 3. 500. 000,- Subject Material : PERAN SDM DALAM ORGANISASI : Kerangka kegiatan Manajemen SDM...EXCELLENCE MANAJEMEN SUMBER DAYA MANUSIA EXCELLENCE MANAJEMEN SUMBER DAYA MANUSIA HARD ROCK HOTEL – Bali | 22 s/d 24 November 2010 | Pk. 08.30 s/d 17.00 WIB | Rp. 5. 950. 000,- SAPHIR HOTEL –Yogyakarta...MANAJEMEN SUMBER DAYA MANUSIA MANAJEMEN SUMBER DAYA MANUSIA Hotel / Office Building Jakarta | 14 – 15 April 2009 | Rp. 2.750.000,- Melatih Peserta untuk mengetahui tentang Pengetahuan Manajemen SDM, baik peserta tersebut...PENERAPAN PRAKTIS MODEL KOMPETENSI DALAM MENINGKATKAN KINERJA PERUSAHAAN MELALUI SUMBER DAYA MANUSIA PENERAPAN PRAKTIS MODEL KOMPETENSI DALAM MENINGKATKAN KINERJA PERUSAHAAN MELALUI SUMBER DAYA MANUSIA Estubizi Business Center, Jakarta | April 15-16th, 2010 | Rp.2.200.000,- Objective Dalam workshop ini akan di bahas cara...ANALISIS DAN PENGEMBANGAN KARYAWAN ANALISIS DAN PENGEMBANGAN KARYAWAN Wisma MM UGM Yogyakarta | 8-10 November 2011 | 08.00 – 16.00 WIB | Rp. 4.500.000,- per orang (Non Residential) DESKRIPSI Untuk mengoptimalkan efektifitas kinerja secara...

View the original article here

MENGELOLA HUBUNGAN INDUSTRIAL YANG HARMONIS

noreply@blogger.com (admin) — Mon, 24 Oct 2011 14:19:00 +0000

AppId is over the quota

MENGELOLA HUBUNGAN INDUSTRIAL YANG HARMONIS - Yogyakarta

Hotel All Seasons, Yogyakarta | 22 – 24 November 2011 | IDR 5.000.000 per participant – non residential
Hotel All Seasons, Yogyakarta | 13 – 15 December 2011 | IDR 5.000.000 per participant – non residential

DESCRIPTION

Peraturan Pemerintah dibidang ketenagakerjaan dari waktu ke waktu terus dikeluarkan sesui dengan tuntutan keadaan. Adanya peraturan pemerintah yang selalu diperbaiki keadaan ketenaga-kerjaan di Indonesia akan bertambah baik dalam arti adanya kejelasan dan kepastian hukum. Sebaliknya dengan dikeluarkannya kebijakan aturan normatif yang tidak jelas dapat menimbulkan multi tafsir, baik oleh Pengusaha maupun Pekerja, dan dapat menimbulkan potensi konflik antara pengusaha dan pekerja.

Perkembangan Hubungan Industrial dewasa ini banyak tantangannya. Perubahan keadaan karena globalisasi, reformasi yang meliputi kebebasan berserikat, pelaksanaan HAM, supremasi hukum, otonomi daerah, penerapan standar ketenagakerjaan internasional, infra struktur dan iklim investasi, ikut mengubah pola hubungan industrial, khususnya perubahan perilaku dan sikap yang menyangkut banyak aspek seperti sosial, budaya, ekonomi, politik dan upaya peningkatan kesejahteraan.

Menghadapi kenyataan ini, para praktisi Hubungan Industrial dituntut untuk lebih sinergis dan cepat beradaptasi dengan kondisi nasional dan lingkungan dengan mengacu pada peraturan perundang-undangan yang berlaku, untuk menciptakan adanya Hubungan Industrial yang kondusif untuk peningkatan produktivitas perusahaan.

Pertanyaan selanjutnya bagaimana hal tersebud dapat diwujudkan? Kecakapan para pelaku sangat menentukan.

OBJECTIVES

Medorong agar para pelaku dalam Hubungan Industrial mendapatkan akan pengetahua hal-hal yang esensial dalam Hubungan IdustrialMenggugah agar peserta dapat mengusahakan sebagai pelaku Hubungan Industrial yang terbaik di lingkungan kerjaPeserta mengeri dan memahami akan Undang-undang dan Peraturan Pemerintah yang berkaitan dengan Hubungan Kerja dan Hubunga IndustrialPeserta dapat menyusu program atau target yang optimal dalam Hubungan Industrial di PerusahaanPeserta dapat tukar fikiran dan pengalaman untuk pratek terbaik di perusahaan.

COURSE OUTLINE

Stake holders perusahaan Peran dan fungsi peronnel /hr: support, service, advice, dan controlType dari industriManagement cycle dan HR Strategic planning untuk industrial relations/ hubungan industrialAlat dari hubungan industrial Undang-undang no. 21/ 2000, 13/ 2003, 4/2004 dan Peraturan PemerintahHubungan kerjaOutsourcingProsedur keluh kesahTidakan disiplinPHK dan jenis perselisihanPengaruh kompensasi terhadap hubungan industrialBadan kerjasama bipartitePeraturan perusahaan dan perjanjian kerja bersamaEmployee communicationSerikat buruh/pekerja: bermanfaat atau merepotkan perusahaan? bagaimana Apindo dan peran Depnaker/Disnaker?Menyusun sasrana untuk membangun hubungan industrial yang baik beserta KPInyaKeranjang issues dan concerns dalam hubungan industrial

METODE

Lecturing, workshop, konsultasi interaktif, dan praktek MC

INSTRUKTUR

Drs. Amien Wibowo, MBA and Irfan Riza, SE., M.Si., MA – Dosen dan praktisi Hubungan Industrial dan Conflict Management

WAKTU

22 – 24 November 201113 – 15 December 2011

TEMPAT

Hotel All Seasons, Yogyakarta

INVESTASI

IDR 5.000.000 per participant – non residentialIDR 4.700.000 per participant – non residential (for at least 3 participants from the same company)

FACILITIES

Training module (hard & softcopy)Training kit (bag or backpack, notes, ballpoint)2x coffee break & 1x lunch at days of trainingSouvenirCertificateDocumentationTransportation for participants from Airport/railway station to hotel/training venue (if minimal number of participants from one company is 2 persons)Share and Enjoy: These icons link to social bookmarking sites where readers can share and discover new web pages.

Related Training:

A, B, C INDUSTRIAL RELATIONS DAN LANGKAH BIJAK MEMBANGUN HUBUNGAN INDUSTRIAL YANG PRODUKTIF DI PERUSAHAAN A, B, C INDUSTRIAL RELATIONS DAN LANGKAH BIJAK MEMBANGUN HUBUNGAN INDUSTRIAL YANG PRODUKTIF DI PERUSAHAAN Harris Tebet Hotel / Aryaduta Semanggi Hotel| Kamis – Jumat, 17 – 18 November 2011|...KONSEP HUBUNGAN INDUSTRIAL (HUKUM PERBURUHAN) YANG NORMATIF KONSEP HUBUNGAN INDUSTRIAL (HUKUM PERBURUHAN) YANG NORMATIF – Yogyakarta Yogyakarta | 21 – 23 September 2011 | IDR 4.000.000,- Yogyakarta | 17 – 19 Oktober 2011 | IDR 4.000.000,- Yogyakarta |...COMPREHENSIVE INDUSTRIAL RELATIONS: LANGKAH BIJAK MEMBANGUN HUBUNGAN INDUSTRIAL YANG PRODUKTIF DI PERUSAHAAN COMPREHENSIVE INDUSTRIAL RELATIONS: LANGKAH BIJAK MEMBANGUN HUBUNGAN INDUSTRIAL YANG PRODUKTIF DI PERUSAHAAN Harris Hotel Tebet / Aryaduta Hotel Semanggi, Jakarta | Kamis, 26-08-2010 – Jum’at, 27-08-2010 | Rp 3.150.000,- (Full...Konsep Hubungan Industrial (Hukum Perburuhan) Yang Normatif Konsep Hubungan Industrial (Hukum Perburuhan) Yang Normatif Bonus: CD Kumpulan Regulasi Ketenagakerjaan (UU, PP & Kepmen) Epicentrum Walk Office, Jakarta | Rabu, 28 September 2011 | Rp. 1.500.000 / orang...PERJANJIAN KERJA DAN HUBUNGAN INDUSTRIAL – YOGYAKARTA PERJANJIAN KERJA DAN HUBUNGAN INDUSTRIAL Wisma MM UGM Yogyakarta | 6-8 September 2011 | Rp. 4.000.000,- per orang (Non Residential) DESKRIPSI Perusahaan yang memiliki sistem terbuka sangat mudah dipengaruhi oleh...HUBUNGAN INDUSTRIAL HUBUNGAN INDUSTRIAL Hotel UNY Jl Colombo Yogyakarta | 14-16 September 2011 | 08.00 – 16.00 WIB | Rp. 4.500.000 per peserta Description Perkembangan Hubungan Industrial dewasa ini banyak tantangannya. Perubahan keadaan...Hubungan Industrial Yang Normatif & Tantangannya Hubungan Industrial Yang Normatif & Tantangannya Hotel Bumikarsa Bidakara Jakarta | Rabu- Kamis, 15 – 16 April 2009 | Rp. 2.250.000 Latar Belakang: Pemahaman aspek regulasi terkait pelaksanaan hubungan...Menciptakan Hubungan Industrial Yang Optimal: Strategi Outsourcing, Perjanjian Kerja, PHK, dan PKB/KKB Menciptakan Hubungan Industrial Yang Optimal: Strategi Outsourcing, Perjanjian Kerja, PHK, dan PKB/KKB Harris Hotel Tebet / Aryaduta Hotel Semanggi, Jakarta| Senin, 28-06-2010 – Selasa, 29-06-2010 | Rp 3.150.000,- Perusahaan...Penyelesaian Perselisihan Hubungan Industrial & Berbagai Teknik Yang Efektif Penyelesaian Perselisihan Hubungan Industrial & Berbagai Teknik Yang Efektif Ibis Slipi Hotel, Jakarta | May 24-26, 2010 | Rp.5.250.000,- LATAR BELAKANG Penyelesaian Peselisiahan Hubungan Industrial adalah suatu fenomena yang...PELATIHAN HUBUNGAN INDUSTRIAL DAN KETENAGAKERJAAN (HIK) DASAR PELATIHAN HUBUNGAN INDUSTRIAL DAN KETENAGAKERJAAN (HIK) DASAR Hotel MM UGM, Yogyakarta | 27 – 29 September 2011 | Rp 4,350,000,-/participant nett Non Residential Description Hubungan industrial merupakan hubungan antara pelaku...

View the original article here

CAREER DEVELOPMENT MANAGEMENT

noreply@blogger.com (admin) — Mon, 24 Oct 2011 14:04:00 +0000

AppId is over the quota

CAREER DEVELOPMENT MANAGEMENT

Wisma MM UGM, Yogyakarta | 2-4 nov 2011 | IDR 6.500.000 / participant
Wisma MM UGM, Yogyakarta | 9-11 nov 2011 | IDR 6.500..000 / participant
Wisma MM UGM, Yogyakarta | 16-18 nov 2011 | IDR 6.500.000 / participant
Wisma MM UGM, Yogyakarta | 23-25 nov 2011 | IDR 6.500.000 / participant
Wisma MM UGM, Yogyakarta | 30 nov – 2 des 2011 | IDR 6.500.000 / participant
Wisma MM UGM, Yogyakarta | 7-9 des 2011 | IDR 6.500.000 / participant
Wisma MM UGM, Yogyakarta | 14-16 des 2011 | IDR 6.500.000 / participant
Wisma MM UGM, Yogyakarta | 21-23 des 2011 | IDR 6.500.000 / participant
Wisma MM UGM, Yogyakarta | 28-30 des 2011 | IDR 6.500.000 / participant
Wisma MM UGM, Yogyakarta | 24 – 26 jan 2012 | IDR 6.500.000 / participant
Wisma MM UGM, Yogyakarta | 7 – 9 feb 2012 | IDR 6.500.000 / participant
Wisma MM UGM, Yogyakarta | 16-18 feb 2012 | IDR 6.500.000 / participant
Wisma MM UGM, Yogyakarta | 23-25 feb 2012 | IDR 6.500.000 / participant

Deskripsi

Program pelatihan Career Development Management ini bertujuan untuk membekali Line Managers, HR Manager, HR Officer dan HR Generalis dengan keterampilan dan wawasan yang diperlukan untuk mengelola fungsi Career dan People Development dengan sukses, efektif dan optimal. Career Model, Career Path & Career Development Plan dikenal dengan title yang berbeda-beda di tiap perusahaan.

Adapun output dari proses tersebut antara lain adalah :

Defining Competency Standard : Role and competency standard, Career model dan career path, Rotation routePotential mapping : Nine Box matrixCareer Planning : Individual Career Planning (ICP)Development Program : Competency Gap, Individual Development Planning (IDP), Individual Performance Planning (IPP)

Seluruh proses di atas dibangun melalui system yang terintegrasi antara beberapa system antara lain : system pengelolaan Karir, Succession Planning Talent Pool, Assessment, Training Management, Performance Management dan metode-metode lain sedemikian rupa agar dapat memastikan individu-individu dengan pengetahuan, keterampilan dan kemampuan yang relevan tersedia ketika dibutuhkan oleh organisasi.

Bagi organisasi-organisasi yang memprioritaskan investasi-nya ke pengembangan SDM, agar investasinya menjadi lebih efektif dan efisien, maka training ini menjadi sangat penting. Hal ini dikarenakan karena dengan pemahaman mengenai career path dan individual development analysis maka HR Manager dan Line Manager dapat memprioritaskan skema pengembangan individu untuk mendukung pencapaian target perusahan.

Materi

Pengantar HR Strategy dan People Development

Mengapa People Development PentingKaitan dengan fungsi HR yang lainManfaat People DevelopmentLingkup kerja People DevelopmentKomponen People DevelopmentKarakteristik fasilitator People Development

Career Management

Apakah Career Management?Lingkup Career Management (Career Path, Career Planning, Career, Dev)Metodologi Career ManagementBentuk-bentuk Career ManagementManfaat Career Management

Career Model

Apakah Career Model?Tujuan Career ModelProses penyusunan Career Model

Hal-hal yang berpengaruh dalam Career ManagementHubungan siklus hidup dengan karirPilihan karir

Defining Competency Standard :

Set up Role and Competency MatrixSet up Career ModelSet up Rotation route

Talent Review

Apakah Talent Review?Tujuan Talent ReviewProses Talent ReviewModel Talent Review (Assessment, People Review dll)Evaluator Output dari Talent ReviewProses penilaian

Career Planning

Apakah Career Planning? Tujuan Career PlanningPersyaratan Career PlanningProses Career Planning Does & Don’tsWorkshop Penyusunan Individual Career Planning

Career Development

Apakah Career Delopment?Tujuan Career DevelopmentSyarat-syarat dalam Career DevelopmentKaitan Career Development dengan Performance ManagementHambatan dalam Career Development Proses penyusunan Career Development Planning (IDP)Workshop IDP

Training Methods

Simulasi Penyusunan Role & Competency Matrix (Excel Formula) Teknik penyusunan Career Path dan Rotation routeSimulasi Career Mapping & Planning (Excel Formula) Simulasi Job Clustering (Excel Formula) Simulasi Competencies Setting (Excel Formula) Contoh format IDP, ICP (Excel)

Instructor

Tekad wahyono, SPsi, MSi

Duration: 3 days training

Time:

2-4 nov 20119-11 nov 201116-18 nov 201123-25 nov 201130 nov – 2 des 20117-9 des 201114-16 des 201121-23 des 201128-30 des 201124 – 26 jan 20127 – 9 feb 201216-18 feb 201223-25 feb 2012

Venue:

Wisma MM UGM Jl. Colombo No.1 Yogyakarta

Course fee:

Rp. 6.500.000,-/peserta non residentialSpecial rate Rp. 5.250.000,-/peserta non residential, for minimum 3 participants from the same companySpecial rate Rp. 5.000.000,-/peserta non residential, for minimum 5 participants from the same company

Akan running dengan minimal 2 orang peserta

cforms contact form by delicious:days

Share and Enjoy: These icons link to social bookmarking sites where readers can share and discover new web pages.

Related Training:

CAREER DEVELOPMENT MANAGEMENT : Design Career Model dan Aplikasinya CAREER DEVELOPMENT MANAGEMENT : Design Career Model dan Aplikasinya Pusdiklat BULOG Lt 4, Jakarta | 17 – 18 November 2011 | Rp 3.000.000,- Background Program pelatihan Career Development Management ini bertujuan untuk...CAREER DEVELOPMENT MANAGEMENT Design Career Model dan Aplikasinya Two day Practical Training CAREER DEVELOPMENT MANAGEMENT Design Career Model dan Aplikasinya Menara Kadin, Jakarta | 27-28 September 2011 | Rp 3.000.000,- Menara Kadin, Jakarta | 19-20 Oktober 2011 | Rp 3.000.000,- Background:...Career Development Program Career Development Program Hotel Grand Serela, Bandung | 24-25 November (Kamis-Jum’at) | Rp. 7.000.000,- Deskripsi: Isu tentang Human Capital dewasa ini telah memasuki babak baru di mana setiap individu yang...CAREER DEVELOPMENT CAREER DEVELOPMENT Hotel UNY Jl Colombo Yogyakarta | 14-16 September 2011 | 08.00 – 16.00 WIB | Rp. 4.500.000 per peserta Description Career development merupakan suatu proses di mana SDM yang...CAREER DEVELOPMENT CAREER DEVELOPMENT Hotel Amaris Cihampelas | Selasa-Rabu , 13-14 Oktober 2011 | Rp 4.500.000, DESKRIPSI Career development merupakan suatu proses di mana SDM yang ada secara stratejik menggali, merencanakan, dan menciptakan masa depan...CAREER PATH & INDIVIDUAL DEVELOPMENT ANALYSIS CAREER PATH & INDIVIDUAL DEVELOPMENT ANALYSIS Menara kadin Lt 24, Jakarta | 21-22 Januari 2009 | Rp 2.500.000 (+ PPN 10%) Background Program pelatihan Career Path & Individual Development...CAREER PATH, INDIVIDUAL DEVELOPMENT ANALYSIS & PERFORMANCE MANAGEMENT CAREER PATH, INDIVIDUAL DEVELOPMENT ANALYSIS & PERFORMANCE MANAGEMENT (ICP,IDP, IPP) Menara kadin Lt 24, Jakarta | 10 – 11 Juni 2009 | Rp 2.750.000,- Menara kadin Lt 24, Jakarta |...Career Mapping & Planning (CMP) Career Mapping & Planning (CMP) Jakarta | 03-04 November 2011 | Rp. 3.000.000,- Pendahuluan : Praktisi HR selalu dituntut untuk dapat merancang sebuah strategi atau skenario kaderisasi, jenjang karir dan rencana...COMMUNITY DEVELOPMENT COMMUNITY DEVELOPMENT – Yogyakarta Ibis Hotel Yogyakarta | 27 – 29 September 2011 | IDR 4.500.000 per participant – non residential Ibis Hotel Yogyakarta | 18 – 20 October 2011 | IDR 4.500.000 per participant –...Certified Career & Talent Management Specialist Program Certifed Career & Talent Management Specialist Program Swiss-Belhotel/Hotel Harris, Jakarta * | December 2nd – 3rd, 2011 | Rp. 3.250.000, - (Full Fare) Free CD berisi: Contoh template career development...

View the original article here

Mastering Assessor’s Skills : Assessment Centre Workshop Based on Competency and DiSC Profilling

noreply@blogger.com (admin) — Mon, 24 Oct 2011 13:49:00 +0000

AppId is over the quota

Mastering Assessor’s Skills : Assessment Centre Workshop Based on Competency and DiSC Profilling

Jakarta | Senin – Kamis, 24 & 27 Oktober 2011 | 08.30 s.d 17.30 | Rp 6.000.000,-

Pendahuluan

Saat ini banyak Organisasi/Perusahaan menggunakan Assessment Centre sebagai metode untuk memetakan kompetensi karyawan maupun mencari kandidat yang terbaik. MetodeAssessment Centre yang menggunakan bermacam-macam simulasi dianggap sebagai metode asesmen yang ideal untuk menjaring kandidat yang potensial dan cocok dengan persyaratan kompetensi yang dibutuhkan.

Namun, mengadakan Assessment Centre tanpa pelatihan asesor yang memadai dapat menyebabkan kurang tepatnya informasi atas kandidat, yang pada akhirnya mengakibatkan kurang tepatnya keputusan yang diambil Organisasi/Perusahaan.

Program pelatihan ini dirancang dengan 2 pendekatan asessment yaitu DiSC Profilling dan Asessment Center berdasarkan kompetensi. DiSC Profiling adalah suatu asessment personal tools yang digunakan untuk mengetahui dan memahami profil dan perilaku seseorang. Disamping itu DiSC Profiling juga digunakan dalam Asessment dan Seleksi Karyawan, Optimalisasi dan Maping Karyawan dalam suatu perusahaan..

Mempelajari DiSC Profiling akan membantu karyawan dan teamnya untuk :

Memahami diri sendiri : apa yang menjadi kelebihan dan kekurangannya, bagaimana merespon konflik, apa yang menjadi motivasinya, apa penyebab stres dan bagaimana cara menyelesaikan suatu permasalahan.Mempelajarai bagaimana gaya dan cara seseorang berhubungan dengan orang lain.Membangun interaksi kelompok secara aktif dan konstruktif.Memfasilitasi kelompok kerja yg lebih baik dan meminimalisasi terjadinya konflikMengembangkan keahlian dalam mengidentifikasi, memahami dan memberikan merespon yang tepat atas profil pelanggan.Memahami dengan lebih efektif watak dan kebutuhan karyawan dan anggota team.Memahami sifat dan jenis pekerjaan yang cocok.

Program pelatihan 4 hari ini membantu asesor membangun ketrampilan sebagai asesorAssessment Centre mulai dari prinsip dasar penilaian kompetensi, pengenalan jenis-jenis simulasi dalam metode Assessment Centre, ketrampilan observasi, dan penulisan laporan.

Manfaat Training

Menguasai konsep dan Praktek DiSC Profiling. Menguasai metode DiSC Profiling Mampu membuat profiling berdasarkan DiSC ProfilingMampu membuat Job Profile dan Job Fit Profile berdasarkan DiSC Profiling Mampu membuat laporan DiSC Profiling. Menguasai konsep dan praktek Assessment CentreMenguasai metode observasi dan membuat klasifikasi perilaku ke dalam kompetensiMampu membuat penilaian kompetensi berdasarkan observasiMampu membuat laporan hasil Assessment Centre

Topik Program

DiSC Profiling Konsep dasar DiSC ProfilingSelf Asessment dg DiSCInterpretasi DiSCPembuatan Lap DiSCPenyusunan Job Profile dan Job Fit ProfilePembuatan Laporan DiSCAsessment Center berdasarkan KompetensiKonsep dasar dan Proses Assessment CentreInstrumen Assessment CentrePengertian dan Ragam KompetensiPeranan Assessor dan ketrampilan yang dibutuhkanLatihan Simulasi : Ragam dan AplikasinyaLaporan hasil Assessment Centre

Siapa Yang Harus Ikut

Program ini diperuntukan bagi para profesional yang mendalami bidang MSDM, Konsultan SDM, Manager dan Staf SDM dan juga karyawan yang berkeinginan untuk memiliki keterampilan sebagai Assessment Centre Assessor.

Training Leader

Anies Rachmawati, M Psi

Master of Psychology dari Universitas Indonesia dengan predikat kelulusan Sangat Memuaskan dengan pengalaman profesional di bidang HRD lebih dari 18 tahun. Beberapa jabatan strategis yang pernah menjadi tanggung jawabnya adalah sebagai Division Head Commercial People Development, Head of Learning & Development, Head of Recruitment and Assessment, Head of Employee Relation dan Manager HRD. Sebagai Profesional dibidang HRD telah mendapatkan penghargaan sebagai anggota dari International Who’s Who Historical Society USA pada tahun 2008. Menyelesaikan Landmark Leadership Program Singapore – pada tahun 2008. Saat ini masih aktif sebagai konsultan HRD di beberapa perusahaan. Mempunyai pengalaman sebagai Profesional Trainer & Motivator untuk beberapa perusahaan, serta menjadi ‘guest speaker’ untuk Universitas Indonesia dan Universitas Paramadina. Beberapa perusahaan yang menjadi rekanan adalah Telkom, Gapura Angkasa, Smartfren, Mobile-8 Telecom, Flash Mobile, Pusat Investasi Pemerintah – Kementrian Keuangan RI, PT. Kencana Agro, Bank Mandiri, BTN, BTN Syariah, Bank Kalimantan Selatan, PT. Restaurant Kereta Api, FM Group Indonesia, Universitas Binus, PT. Infomedia, Bulog

Mayadewi Istyawardhani, Psi,

Sarjana lulusan Fakultas Psikologi Universitas Indonesia adalah praktisi serta konsultan senior dalam bidang Assessment Centre. Telah lebih dari 10 tahun beliau aktif terlibat dalam programAssessment Centre yang diadakan oleh konsultan Saville & Holdsworth (SHL) dalam membantu para klien untuk memetakan kompetensi karyawan maupun mendapatkan kandidat terbaik bagi Organisasi/Perusahaan mereka. Pengalaman sekian lama telah mengantar beliau dalam penguasaan berbagai metode yang digunakan dalam proses Assessment Centre, sepertiPresentation Analysis, Focus Group Discussion, Competency Based Interview, Role Play Exercise, Feedback, dan lain-lain. Beberapa klien yang pernah ditangani beliau diantaranya ABN Amro, Aqua Danone, Astra International, Bank Mandiri Tbk, Bursa Efek Indonesia, Commonwealth Life, Bank Danamon, Duta Pertiwi, Elnusa, Ericsson, Goodyear, Hutchison Telecom Indonesia, Kimberly – Lever Indonesia, Mitra Integrasi Informatika (Metrodata), Nokia Siemens Networks Indonesia, Total Bangun Persada, United Tractors, dan lain-lain.

Ir. Noorma Edi Yusuf, M.Kom.

Latar belakang beliau adalah lulusan Universitas Jenderal Soedirman, dan juga lulusan program Pasca Sarjana UI dengan gelar Master of Information Technology, Mempunyai pengalaman lebih dari 19 tahun di berbagai bidang dan perusahaan. Sertifikasi DiSC Profiling dan Landmark Leadership Program dari Singapura. Pengalaman sebagai Trainer diantaranya membawakan modul DiSC Profiling, Personal Development, Emotional Intelligence, Spiritual Intelligence, Optimalisasi Diri, Knowing of You, The Art of Personality, The Power of Your Self. Berpengalaman mengisi training diberbagai perusahaan antara lain : BP MIGAS, Departemen Perhubungan, Bakrie Telecom, Bakrie Learning Center, PT. Telkom Indonesia, Bank Mandiri (LPRS), PT. Restaurant Kereta Api, FM Group Indonesia, PT. Infomedia, Bulog.

Investasi

Rp 6.000.000,-

cforms contact form by delicious:days

Share and Enjoy: These icons link to social bookmarking sites where readers can share and discover new web pages.

Related Training:

Mastering Assessor’s Skills : Assessment Centre Workshop Mastering Assessor’s Skills : Assessment Centre Workshop JAKARTA | Rabu – Kamis, 26 & 27 Oktober 2011 | Rp. 2.900.000 / Participant Deskripsi Training Saat ini banyak Organisasi/Perusahaan menggunakan Assessment Centre...Mastering DiSC Profilling : Tools for Knowing, Understanding, Recruiting, Optimaizing & Maping Employee Mastering DiSC Profilling : Tools for Knowing, Understanding, Recruiting, Optimaizing & Maping Employee Jakarta | Senin – Kamis, 24 & 27 Oktober 2011 | 08.30 s.d 17.30 | Rp 3.000.000,- Deskripsi Training DiSC Profiling...COMPETENCY-BASED ASSESSMENT CENTER COMPETENCY-BASED ASSESSMENT CENTER Menara Kadin, Jakarta | 10-11 November 2010 | 08.30 – 17.00 WIB | Rp 3.500.000,- Assessment Center (AC) adalah suatu metode asesmen yang melibatkan beragam teknik evaluasi,...BEHAVIOR BASED INTERVIEWING SKILLS FOR ASSESSMENT CENTER One and A Half Day Workshop BEHAVIOR BASED INTERVIEWING SKILLS FOR ASSESSMENT CENTER Jakarta | May 28th – 29th 2009 | Only Rp.500.000,- Assessment Center adalah serangkaian aktivitas dengan...The Practical Workshop DISC Certification – For Human Resources Professionals, Trainers, Coaches, and Consultants – (PASTI JALAN) The Practical Workshop DISC Certification For Human Resources Professionals, Trainers, Coaches, and Consultants Includes over $1,500 in DiSC Training Materials Pusdiklat Bulog Lt 4, Jakarta | 27-28 Oktober 2011 | IDR. 3.500.000,-...Analisis Kompetensi SDM melalui Assessment Centre Analisis Kompetensi SDM melalui Assessment Centr: Pendekatan untuk Menilai dan Mengukur Kompetensi karyawan Jakarta | 3 Maret 2009 | Rp. 1.350.000,-...Strategic Competency based Human Resource Management Strategic Competency based Human Resource Management Estubizi Business Center, Jakarta | 17- 18 Oktober 2011 | 09.00 – 16.30 WIB | Rp 3.000.000,- BACKGROUND Pendekatan kompetensi dalam kebijakan pengembangan SDM...OBSERVATION SKILLS FOR ASSESSMENT CENTER OBSERVATION SKILLS FOR ASSESSMENT CENTER IS Plaza 2nd Floor | 18 Mei 2009 | Rp 350.000,- Materi Assessment Center adalah serangkaian aktivitas dengan berbagai macam metode yang bertujuan menilai kompetensi...ADVANCE COMPETENCY BASED HR MANAGEMENT ADVANCE COMPETENCY BASED HR MANAGEMENT Hotel Amaris Cihampelas Bandung | Selasa-Rabu , 20-21 Oktober 2011 | 08.00– 16.00 WIB | IDR 4.500.000, – / participants non Residensial Deskripsi: Penerapan model-model kompetensi dalam sistem Manajemen Sumber Daya Manusia saat...Assessing Competency thru Assessment Center Methodology Assessing Competency thru Assessment Center Methodology Aryaduta Hotel / Grand Flora Hotel*, Jakarta | September 21st – 22nd, 2010 | Rp. 2.950.000, – Kompetensi kini telah diyakini sebagai salah satu...

View the original article here

Change Management Training

noreply@blogger.com (admin) — Mon, 24 Oct 2011 13:37:00 +0000

AppId is over the quota

Change Management Training

Wisma MM UGM, Yogyakarta | 2-4 nov 2011 | IDR 5.500.000 / participant
Wisma MM UGM, Yogyakarta | 9-11 nov 2011 | IDR 5.500..000 / participant
Wisma MM UGM, Yogyakarta | 16-18 nov 2011 | IDR 5.500.000 / participant
Wisma MM UGM, Yogyakarta | 23-25 nov 2011 | IDR5500.000 / participant
Wisma MM UGM, Yogyakarta | 30 nov – 2 des 2011 | IDR 5.500.000 / participant
Wisma MM UGM, Yogyakarta | 7-9 des 2011 | IDR 5.500.000 / participant
Wisma MM UGM, Yogyakarta | 14-16 des 2011 | IDR 5.500.000 / participant
Wisma MM UGM, Yogyakarta | 21-23 des 2011 | IDR 5.500.000 / participant
Wisma MM UGM, Yogyakarta | 28-30 des 2011 | IDR 5.500.000 / participant
Wisma MM UGM, Yogyakarta | 24 – 26 jan 2012 | IDR 5.500.000 / participant
Wisma MM UGM, Yogyakarta | 7 – 9 feb 2012 | IDR 5.500.000 / participant
Wisma MM UGM, Yogyakarta | 16-18 feb 2012 | IDR 5.500.000 / participant
Wisma MM UGM, Yogyakarta | 23-25 feb 2012 | IDR 5.500.000 / participant

Introduction :

Dalam suatu organisasi sering kali terjadi perubahan baik karena adanya implementasi sistem baru, organisasi baru, ataupun proses baru. Dalam implementasinya sering ditemui kendala selain kesiapan teknis, kesiapan people atau sumber daya manusia dalam menerima perubahan yang akan terjadi.

Untuk itu perubahan yang akan terjadi perlu dikelola dengan baik, melalui manajemen perubahan (change management) yang terorganisasi dengan program – program yang terjadwal dan direview secara berkelanjutan.

Training Objective :

Setelah mengikuti pelatihan ini peserta diharapkan :

Memahami kerangka change management kaitannya dalam memperlancar perubahan di organisasi2. Memahami penyebab – penyebab umum kegagalan dalam manajemen perubahan di organisasi3. Memahami key succes factor untuk menyukseskan program – program dari manajemen perubahan agar memperlancar perubahan dalam organisasi.

Training Method :

Class training, interaction, and discussionExercise and Case Study

Target Participant :

Supervisor, Officer hingga Middle Manager ke atasSeluruh Bagian Organisasi

Training Outline :

Change Management Framework : memahami kerangka dalam mengelola perubahan di organisasi, memahami peranan pengelolaan perubahan dalam menyukseskan program yang sedang dijalankan.Common Pitfall in Change Management : Sharing penyebab kegagalan – kegagalan mengelola perubahanTips and Trick in Change Management Program.Case Study , What Next And Sharing Session : Best Practice, Tanya Jawab dan Change Management Program

Instructor

Yudhi Satria Restu, S.Psi., MSi

Duration: 3 days training

Time:

2-4 nov 20119-11 nov 201116-18 nov 201123-25 nov 201130 nov – 2 des 20117-9 des 201114-16 des 201121-23 des 201128-30 des 201124 – 26 jan 20127 – 9 feb 201216-18 feb 201223-25 feb 2012

Venue:

Wisma MM UGM Jl. Colombo No.1 Yogyakarta

Course fee:

Rp. 5.500.000,-/peserta non residentialSpecial rate Rp. 5.250.000,-/peserta non residential, for minimum 3 participants from the same companySpecial rate Rp. 5.000.000,-/peserta non residential, for minimum 5 participants from the same company

Akan running dengan minimal 2 orang peserta

cforms contact form by delicious:days

Share and Enjoy: These icons link to social bookmarking sites where readers can share and discover new web pages.

Related Training:

CHANGE MANAGEMENT – (Pasti Jalan) CHANGE MANAGEMENT Hotel UNY Jl Colombo Yogyakarta | 03-05 Oktober 2011 | 08.00 – 16.00 WIB | Rp. 4.500.000 per peserta Description Salah satu tantangan organisasi saat ini (terutama organisasi bisnis) adalah dasyatnya...CAREER DEVELOPMENT MANAGEMENT CAREER DEVELOPMENT MANAGEMENT Wisma MM UGM, Yogyakarta | 2-4 nov 2011 | IDR 6.500.000 / participant Wisma MM UGM, Yogyakarta | 9-11 nov 2011 | IDR 6.500..000 / participant Wisma MM UGM, Yogyakarta | 16-18 nov 2011 | IDR 6.500.000 / participant ...Change Management Training & Workshop Change Management Training & Workshop Hotel Manhattan Jakarta | 28 Januari 2010 | Rp. 1.250.000,- Introduction : Dalam suatu organisasi sering kali terjadi perubahan baik karena adanya implementasi sistem...LEADERSHIP IN CHANGE AND CONFLICT LEADERSHIP IN CHANGE AND CONFLICT JAYAKARTA HOTEL – Bandung | 15 s/d 16 Agustus 2011 | 08.30-17.00 | Rp. 3. 450.000 perperson SASARAN : Peserta memahami macam-macam perubahan dan dampaknyaa...Change Management Change Management Pusat Studi Jepang, UI Depok | 16-17 Februari 2010 | Rp 1.850.000,- Perubahan merupakan suatu hal yang pasti dan proses yang terus menerus dalam dunia bisnis. Perubahan...Culture Change for Maintenance and Reliability Improvement Culture Change for Maintenance and Reliability Improvement Bandung | September 20-22, 2011 | IDR 6.950.000 ,-/ Person Course Introduction Reliability improvement is the focus in industry today. This is...CHANGE MANAGEMENT CHANGE MANAGEMENT Estubizi Business Center, Jakarta selatan | 23 -24 Agustus 2010, Pukul : 08.30 – 16.30 WIB | Rp 1.200.000,- General : Consider hundreds of theories regarding Change Management,...Best Practices Change Management System Best Practices Change Management System Hotel Harris, Tebet,/ Setiabudi Building II, Kuningan - Jakarta Selatan, | 07 – 08 November 2011 | Rp. 1.500.000,- Hotel Harris, Tebet,/ Setiabudi Building II, Kuningan - Jakarta Selatan,...TEKNIK PEMETAAN & SURVEY LAPANGAN TEKNIK PEMETAAN & SURVEY LAPANGAN Wisma MM UGM, Yogyakarta | 26 – 29 Desember 2011 | Rp 7.500.000,-/ participant Wisma MM UGM, Yogyakarta | 20 – 23 Februari 2012 | Rp 7.500.000,-/ participant DESKRIPSI...DEVELOPING SENIOR MANAGEMENT CAPACITY DEVELOPING SENIOR MANAGEMENT CAPACITY – Yogyakarta Safir Hotel – Yogyakarta | 27 – 29 September 2011 | IDR 4.500.000 per participant – non residential Safir Hotel – Yogyakarta | 4 – 6...

View the original article here