Bringing Learning Innovation to Life

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In an increasingly virtualized world, many data points suggest that organizations are not only in need of skills training but also relational collaboration. What can we do about it? How can we create continuing change and growth in the workplace — the kind that translates to bottom-line impact? New York Times best-selling author Keith Ferrazzi has met with more than 50 chief learning officers and heads of HR who have offered insight and advice for bringing innovation to life. In this keynote, Ferrazzi will explore: • Formalizing informal learning by creating and managing an environment rich with peer-to-peer learning opportunities. • Examples of virtual and technology-enabled learning that succeed in engaging learners and fostering collaboration. • New methods of segmentation and the implications for resource allocation. • Measurement and systems to support the new learning model. Keith Ferrazzi, Chief Executive Officer, Ferrazzi Greenlight

ACTION
NOT A SPEECH
START OF A DIALOG
MOVING TO
1

F O C U S
T A R G E T
D E F I N E
O U T R E A C H
A L I G N M E N T
R E N E W
S K I L L S E T
M I N D S E T
P R O C E S S
G E N E R O S I T Y
I N T I M A C Y
C A N D O R
A C C O U N T A B I L I T Y
P R E P A R I N G
N E T W O R K I N G
MEETING
6

RELATIONSHIP
F O C U S
T A R G E T
D E F I N E
O U T R E A C H
A L I G N M E N T
R E N E W
ACTION PLAN
7

THE GENEROSITY "
PYRAMID
ADDED VALUE YOU OFFER TO MAKE
OTHERS SUCCESSFUL IN
ALL ASPECTS OF THEIR LIFE
PRODUCT/ SERVICE YOU OFFER,
ONLY ONE PIECE OF A BROADER,
FULLER SOLUTION
EVERYONE HAS SOMETHING
TO OFFER (COMPLIMENT,
PRAISE, ETC)
8

ACCELERATED"
P E R S O N A L R E L AT I O N S H I P S
PRE-JUDGE
PASSI ON
/DRE AM
STRUG GLE
/HABIT
TELL YOUR STORY
9

CRIPPLING
WHAT DO YOU
DO THAT HOLDS
YOU BACK?
TELL YOUR STORY.
DON’T FORGET A
LITTLE SPARRING.
HABITS
S O M E C A R E E R
10

G E N E R O S I T Y
I N T I M A C Y
C A N D O R
A C C O U N T A B I L I T Y
11

TRUST:
3 DIMENSIONS
TO CONSIDER
STRUCTURAL
PERSONAL
PROFESSIONAL
12

L I F E L I N E S
ABSOLUTELY COMMITTED TO YOUR SUCCESS AND WON’T LET YOU FAIL
A M B A S S A D O R S
PURPOSELY HELP YOU FIND AND BUILD RELATIONSHIPS
M E N T O R S
RESPECTABLE KNOWLEDGE AND GUIDANCE
S O U N D I N G B O A R D S
ANYONE TO GET ADVICE AND KICK AROUND IDEAS
A N C H O R S
ACTS AS CURRENCY TO ATTRACT OTHERS TO YOUR EVENTS
A FEW RELATIONSHIPS
MAKE A HUGE DIFFERENCE
A LONG SLOW DINNER!
15

A PROVEN METHODOLOGY
NOT A “SELF-HELP” BOOK, BUT
THE FIRST “LET OTHERS HELP” BOOK
FIND YOUR LIFELINE RELATIONSHIPS.
BROADEN YOUR GOAL-SETTING STRATEGY.
LEARN TO FIGHT!
DIAGNOSE YOUR HABITS.
COMMIT TO IMPROVEMENT.
LEAN ON OTHERS FOR SUPPORT.
MAKE IT STICK.
16

I N D I V I D U A L S A N D O R G A N I Z AT I O N S L A C K T H E
N U M B E R , Q U A L I T Y A N D L E V E L O F R E L AT I O N S H I P S
T O A C H I E V E T H E I R G O A L S
H AV E N O E F F E C T I V E W AY T O A D D R E S S T H I S
C R I T I C A L P R O B L E M
T H E R I G H T M I N D S E T , P R O C E S S , A N D
B E S T P R A C T I C E S K I L L S C A N D R A M AT I C A L LY
I M P R O V E T H E P R O D U C T I V I T Y A N D S P E E D
N E E D E D T O B U I L D B U S I N E S S R E L AT I O N S H I P S
A N D C R I T I C A L B U S I N E S S O U T C O M E S
23

WHO ARE YOUR TOP 5 AND 25?
I S T H E R E A L E A R N I N G G O A L ?
W H AT D O Y O U WA N T T O A C H I E V E
I N T H E N E X T 2 Y E A R S ?
W H I C H G R O U P S A N D PA RT I C U L A R P E O P L E
A R E C R I T I C A L T O A C H I E V I N G T H I S ?
W H AT C U R R E N C Y D O Y O U H AV E T O D E E P E N
T H E S E R E L AT I O N S H I P S A N D C R E AT E
G E N E R O U S W I N - W I N O P P O RT U N I T I E S ?
A R E Y O U R E - M A I L S , P H O N E C A L L S ,
M E E T I N G S , A N D E V E N T S A L I G N E D T O
D E E P E N I N G R E L AT I O N S H I P S W I T H T H E S E
I N D I V I D U A L S ?
F O C U S
T A R G E T
D E F I N E
O U T R E A C H
26

A RC WORLD
YOUR CONTRIBUTION TO SOCIETY
what if
what if
1/3 of this team adopted
this mindset/process?
1/3 of our clients did?
31

G E N E R O S I T Y
I N T I M A C Y
C A N D O R
A C C O U N T A B I L I T Y
32

SAMPLE HIGH IMPACT
TEAMS CURRICULUM
S E S S I O N 1
S E S S I O N 2 & 3
S E S S I O N 4
S E S S I O N 5
S E S S I O N 6
F O C U S
Team
cohesion and
commitment
Collaborative
problem-
solving
Relationship
action
planning
Continuous
improvement
and
development
Leadership by
example and
in service to
the
organization
33

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STRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEET

Human Capital Media

In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy. Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS. What Attendees Will Learn: The steps and best practices on how to execute Strategic Workforce Planning in your organization. How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business. How to use the tool to identify current skill gaps and forecast future workforce needs. Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans. This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.

ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...

Human Capital Media

Organizations are struggling to find skilled workers to fill jobs. Workers are struggling to stay up to speed on the skills they need to succeed in today’s labour market. Students are graduating with skills that are already obsolete. Despite this, there is massive voluntary turnover happening across industries as employees seek jobs that offer them education and growth opportunities. Businesses and educators today need to invest in workforce learning and development in order to stay relevant and prepared for a rapidly changing economy. Employers need to work with education institutions to recruit, develop, and retain lifelong learners who have the capacity and desire to upskill and reskill over the course of their careers. In this webinar: Explore the skills gap facing organizations today Analyze the role of workforce and educators in solving the skills gap Learn how to identify lifelong learners who will be able to upskill and reskill over time Discover strategies for effectively rewarding and encouraging lifelong learning at your organization

2020 GLOBAL EMPLOYEE EXPERIENCE TRENDS

Human Capital Media

This document summarizes key trends in employee experience from a 2020 global study. The top 3 trends are: 1) Feedback matters - having feedback programs boosts engagement; 2) Change is constant - listening during times of change is important; 3) Managers and learning & development matter - investing in managers and L&D improves engagement and retention. Examples are given showing the impact of acting on feedback, empowering employees during change, and providing learning opportunities. Overall it stresses the importance of listening to employees, acting on insights, and supporting managers and professional growth to drive engagement.

HR TRENDS 2020 THE NEXT DECADE OF WORK

Human Capital Media

2020 is the year that accelerates HR’s focus on supporting the changing nature of work. We see the convergence of trends in people analytics, employee experience and the race to embrace digital strategies in every industry. Nobody disputes that the future of work is being shaped by what many call the Fourth Industrial Revolution. Join Paul Rubenstein, Chief People Officer, Visier and Ravin Jesuthasan, Author and Managing Director, Willis Tower Watson as they explore the role that HR leaders will play in supporting business and talent outcomes. We will dive into the new expectations of HR’s capabilities around technology and people science and examine practical insights drawn from Willis Towers Watson’s new white paper HR4.0: Shaping People Strategies in the Fourth Industrial Revolution. This will include a discussion of case studies and experiments from organizations who are breaking new ground in the use of analytics, assessment science, talent management techniques and other practices as their HR functions shift from being stewards of employment to being stewards of work.

IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?

Human Capital Media

Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs. The learning objectives for this interactive session are: Understand the current state of leadership development in organizations Explore the reasons why LD often fails today Provide a leadership development framework to enable performance for all leader Review key metrics and enablers for leadership development

MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED

Human Capital Media

The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment. Join your hosts as they cover the state of the world of measurement, and you’ll receive: An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation. Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more. The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!

EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENT

Human Capital Media

Learning and development is critical to an organization, if you don't help the workforce learn and grow in their jobs and their roles, they're not going to be engaged in their positions. Join Ryan Rippy, Talent Management System Administrator at Trustmark Bank as he discusses the challenges of taking a manual process and automating it to achieve business goals and track performance across roles - using succession planning to create a talent pipeline for key positions and developing all associates along their journey. By the conclusion of the webinar, you’ll leave with: Ways to help your workforce be engaged in their jobs and be engaged as employees The benefits a succession plan has to your organization and your employees Effective LMS strategies to integrate talent modules View successful metrics and how it begins with onboarding through performance management and into development

STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT

Human Capital Media

How do you know if your learning program is really working? Proper course tracking and sharing of learning data can help organizations develop best practices for how organizations measure the impact of learning. When historically, tools and systems haven’t made it easy to access and correlate data in order to measure, finding the right combination of strategy and technology can help optimize learning results to increase performance and impact business outcomes across the entire organization. In this webinar you will learn about: Best practices for measuring and optimizing learning programs. Learning tools that improve workflow efficiency. Expanding L&D value across the enterprise to drive results.

8 PRINCIPLES OF ORGANIZATIONAL RELEVANCE

Human Capital Media

In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace. But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence. Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat. Impacts of Organizational Relevance include: For the Individual: Elevates their awareness of the needs of all groups within the organization Broadens their visibility to the core operations in support of its’ needs Creates improved job satisfaction and belonging For the Organization: Strengthens the working relationships across all disciplines and improves retention Fosters Talent Development Drives performance through common focus between individuals and groups

THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD

Human Capital Media

A volatile, uncertain, complex, ambiguous (VUCA) workplace requires a distinct set of leadership competencies: non-hierarchical influence, the ability to rapidly align across functions, creativity for drawing insights across domains, and most of all, “empathy,” the linchpin leadership skill in the modern workplace. Empathy allows us to imagine the world from different perspectives, unite across functions, generations, regions. Join Melissa Lanier of T-Mobile to learn about “The Agility Shift,” an award-winning leader development offering designed to equip people managers to thrive in an uncertain, complex, and ambiguous environment. The program, which will utilize cutting-edge virtual simulation technology, is designed to help leaders respond quickly and increase resilience by immersively preparing them for stressful encounters. Impact is measured on an individual, function and business level. Collectively, managers report learning how to “avoid tunnel vision,” "think on their feet," “respond rather than react” and embrace a positive mindset.

FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMY

Human Capital Media

RE-EVALUATING YOUR ORGANIZATION’S SKILL GAPS

Human Capital Media

Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce? Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently. In this webinar, you’ll learn: The factors that could be contributing to your skill gaps, and how to find and address the root causes How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations How to start uncovering your organization’s skill gaps with a formal assessment How to use modern training methods to bridge skill gaps by upskilling your workforce

HOW TO FIX THE LEADERSHIP DEVELOPMENT GAP

Human Capital Media

Behind every successful organization is a great team of leaders. But despite billions of dollars spent each year on leadership development programs most companies are still failing their next generation of emerging leaders. In fact, according to Gallup, 50% of attrition is due to poor managers––which makes that the biggest driver of employee disengagement. So why are leadership development programs failing? And how can we fix it? Join us for a live webinar where we discuss reasons these programs fail and how to keep your leadership development on track. We’ll explore: How to identify who should be a leader in the first place The big, pervasive problem with leadership development What to do with great employees who might not be cut out for management The best traits to bring out of your emerging leaders And more!

EXPLORE THE CORE PRINCIPLES OF DESIGN THINKING

Human Capital Media

Design Thinking is getting a lot of attention today, for many reasons. Innovation is the key to reinvention, which is the goal of organization’s who are looking to future-proof and define themselves as leaders in the Experience Economy. Join Kristin Shackleford for a practical discussion to review the core principles of Design Thinking, and walk away with insight around: Why it’s important Who should participate How to create a culture of Design Thinking Practical ways to get started driving creativity and innovation that will make a difference to your customers and within your organization

REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019

Human Capital Media

Traditional L&D isn’t obsolete, but it has become outdated. That’s why we collected data from nearly 800 workers, managers, and leaders from around the globe to gain some insights into where L&D and talent leaders can be more effective. The survey says…..L&D is falling short for the modern workforce. In fact, our respondents gave their employers an overall Net Promoter Score of -25 on their learning and development strategies. But many business leaders know this already. What they don’t know is how to fix it. The good news is that employees still love learning and they’re looking for organizational guidance. By honing in on the data and insights that impact how people — and companies — learn, you can make smarter investments in your most valuable assets: the skills of your people. Lucky for you, this event also includes a quick case study from Booking.com on how they are making this data come to life in their organization. Register for this webinar to learn: The difference between learning and acquiring new skills How to apply hard metrics to your L&D strategy How to align your employees’ learning goals with those of your larger company How Polaris is putting the insights from the research to work at their organization

HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...

Human Capital Media

The war for talent is heating up and businesses are smart to consider qualified, passionate candidates from around the world. That said, hiring and firing in countries other than the U.S. comes with interesting (and often surprising) challenges. In the U.S., companies can hire quickly as business entities are already established. They can fire quickly as well, so long as the reason isn’t illegal. What many executive teams overlook is that this efficiency isn’t the same when expanding and adding team members globally. Internationally, hiring without setting up a subsidiary is impossible. And the concept of at-will employment, where companies can let go of employees at any time, does not exist. What does this mean for your international expansion plans and your business? What would normally be an uneventful employment action or termination in the U.S. could blindside your company in an international context. Navigating the intricacies of country-specific labor laws can feel like a minefield of potential legal exposure, expensive litigation, and costly payouts. It’s critical to be prepared before you make the first international hire. In this webinar, you’ll learn: 3 things every HR lead needs to know when it’s time to hire globally Surprising facts about employment law and benefits packages in EMEA, APAC and more What U.S.-based HR teams need to know about the termination process in key expansion countries (and real stories from international HR specialists on the ground)

INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINAR

Human Capital Media

Register for the webinar to hear: From VP Proposition and Client solutions, Matthew Jackson about how organizations are driving the change needed for a competitive advantage. Stephen Migliaccio, Director Global Provider Automation, share his thoughts on how HR technology and provider automation create a globally consistent employee experience. James Knight, SVP Data and Analytics on how data and analytics is powering the future of HR.

Dont wait what 300 ld leaders have learned about building data fluency

Human Capital Media

Data science and AI are impacting many industries globally, from healthcare and government to agriculture and finance. Everybody needs to be able to work with data the way everybody needed to start using email 20 years ago. As we wrote in Harvard Business Review, “Very few companies expect only professional writers to know how to write. So why ask only professional data scientists to understand and analyze data, at least at a basic level?” But what value can data fluency actually add, what are best practices to build it into your organization, and what are the biggest challenges that businesses encounter in data-driven transformations? To answer these questions and more, we conducted a survey of over 300 Learning and Development leaders from diverse industries including healthcare, technology, consumer goods, government, and finance. Join this webinar with Dr. Hugo Bowne-Anderson, a data scientist and educator at DataCamp, to find out what we discovered and what 300 L&D leaders have learned about building data fluency. Learning Objectives: What value can data fluency actually add? What are the best practices to build data fluency in your organization? What are the biggest challenges that businesses encounter in data-driven transformations?

HUMANIZING BUSINESS AND CHANGE

Human Capital Media

As businesses become more technological (AI and robotics), there is a challenge and opportunity to, paradoxically, make them more human. The Business Roundtable talked about the importance of human stakeholders over just profit — but how close are we? Are those nice words? What would it take to make business and change more human? As a change, ethics and leadership expert with 40 years of experience, Paul Gibbons will talk us through conclusions from his new book “IMPACT.” LEARNING OBJECTIVES: 1) Is the Fourth Industrial Revolution really "a thing?” What is it and what makes our time special? 2) What are the human implications of new technologies? Who will benefit? What is the potential harm? 3) What can workplaces and leaders do to equip themselves for these workplace transformations (future of work)?

Unlock Your Courageous Culture

Human Capital Media

The document promotes Ryan Berman and his company Courage Brands. It introduces Berman as the creator of Courage Brands and author of the book "Return on Courage". Berman helps brands build courage through storytelling and consulting. He has worked with major companies and founded Sock Problems, a sock brand that donates to causes. Courage Brands aims to help companies liberate themselves from fears through holistic internal and external change.

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STRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEET

ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...

2020 GLOBAL EMPLOYEE EXPERIENCE TRENDS

HR TRENDS 2020 THE NEXT DECADE OF WORK

IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?

MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED

EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENT

STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT

8 PRINCIPLES OF ORGANIZATIONAL RELEVANCE

THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD

FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMY

RE-EVALUATING YOUR ORGANIZATION’S SKILL GAPS

HOW TO FIX THE LEADERSHIP DEVELOPMENT GAP

EXPLORE THE CORE PRINCIPLES OF DESIGN THINKING

REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019

HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...

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学历认证补办【微信：A575476】【(UCSC毕业证)加州大学圣克鲁兹分校毕业证成绩单offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。【业务选择办理准则】一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。留信网认证的作用: 1:该专业认证可证明留学生真实身份【微信：A575476】 2:同时对留学生所学专业登记给予评定 3:国家专业人才认证中心颁发入库证书 4:这个认证书并且可以归档倒地方 5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息 6:个人职称评审加20分 7:个人信誉贷款加10分 8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才 → 【关于价格问题（保证一手价格）我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子我给客户的都是第一手的代理价格，因为我想坦诚对待大家不想跟大家在价格方面浪费时间对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！办理(UCSC毕业证)加州大学圣克鲁兹分校毕业证【微信：A575476】外观非常精致，由特殊纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。办理(UCSC毕业证)加州大学圣克鲁兹分校毕业证【微信：A575476】格式相对统一，各专业都有相应的模板。通常包括以下部分：校徽：象征着学校的荣誉和传承。校名:学校英文全称授予学位：本部分将注明获得的具体学位名称。毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。办理(UCSC毕业证)加州大学圣克鲁兹分校毕业证【微信：A575476】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。综上所述，办理(UCSC毕业证)加州大学圣克鲁兹分校毕业证【微信：A575476 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。

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一比一原版(毕业证)一桥大学毕业证如何办理

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学历认证补办【微信：A575476】【(毕业证)一桥大学毕业证成绩单offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。【业务选择办理准则】一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。留信网认证的作用: 1:该专业认证可证明留学生真实身份【微信：A575476】 2:同时对留学生所学专业登记给予评定 3:国家专业人才认证中心颁发入库证书 4:这个认证书并且可以归档倒地方 5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息 6:个人职称评审加20分 7:个人信誉贷款加10分 8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才 → 【关于价格问题（保证一手价格）我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子我给客户的都是第一手的代理价格，因为我想坦诚对待大家不想跟大家在价格方面浪费时间对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！办理(毕业证)一桥大学毕业证【微信：A575476】外观非常精致，由特殊纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。办理(毕业证)一桥大学毕业证【微信：A575476】格式相对统一，各专业都有相应的模板。通常包括以下部分：校徽：象征着学校的荣誉和传承。校名:学校英文全称授予学位：本部分将注明获得的具体学位名称。毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。办理(毕业证)一桥大学毕业证【微信：A575476】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。综上所述，办理(毕业证)一桥大学毕业证【微信：A575476 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。

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Vision and Goals: The primary aim of the 1st Defence Tech Meetup is to create a Defence Tech cluster in Portugal, bringing together key technology and defence players, accelerating Defence Tech startups, and making Portugal an attractive hub for innovation in this sector. Historical Context and Industry Evolution: The presentation provides an overview of the evolution of the Portuguese military industry from the 1970s to the present, highlighting significant shifts such as the privatisation of military capabilities and Portugal's integration into international defence and space programs. Innovation and Defence Linkage: Emphasis on the historical linkage between innovation and defence, citing examples like the military genesis of Silicon Valley and the Cold War's technological dividends that fueled the digital economy, highlighting the potential for similar growth in Portugal. Proposals for Growth: Recommendations include promoting dual-use technologies and open innovation, streamlining procurement processes, supporting and financing new ICT/BTID companies, and creating a Defence Startup Accelerator to spur innovation and economic growth. Current and Future Technologies: Discussion on emerging defence technologies such as drone warfare, advancements in AI, and new military applications, along with the importance of integrating these innovations to enhance Portugal's defence capabilities and economic resilience.

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一比一原版(Toledo毕业证)托莱多大学毕业证如何办理

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学历认证补办【微信：A575476】【(Toledo毕业证)托莱多大学毕业证成绩单offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。【业务选择办理准则】一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。留信网认证的作用: 1:该专业认证可证明留学生真实身份【微信：A575476】 2:同时对留学生所学专业登记给予评定 3:国家专业人才认证中心颁发入库证书 4:这个认证书并且可以归档倒地方 5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息 6:个人职称评审加20分 7:个人信誉贷款加10分 8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才 → 【关于价格问题（保证一手价格）我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子我给客户的都是第一手的代理价格，因为我想坦诚对待大家不想跟大家在价格方面浪费时间对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！办理(Toledo毕业证)托莱多大学毕业证【微信：A575476】外观非常精致，由特殊纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。办理(Toledo毕业证)托莱多大学毕业证【微信：A575476】格式相对统一，各专业都有相应的模板。通常包括以下部分：校徽：象征着学校的荣誉和传承。校名:学校英文全称授予学位：本部分将注明获得的具体学位名称。毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。办理(Toledo毕业证)托莱多大学毕业证【微信：A575476】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。综上所述，办理(Toledo毕业证)托莱多大学毕业证【微信：A575476 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。

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Bringing Learning Innovation to Life

1. ACTION NOT A SPEECH START OF A DIALOG MOVING TO 1

2. 2

3. THE DATA IS IN 3

4. 4

5. 5

6. F O C U S T A R G E T D E F I N E O U T R E A C H A L I G N M E N T R E N E W S K I L L S E T M I N D S E T P R O C E S S G E N E R O S I T Y I N T I M A C Y C A N D O R A C C O U N T A B I L I T Y P R E P A R I N G N E T W O R K I N G MEETING 6

7. RELATIONSHIP F O C U S T A R G E T D E F I N E O U T R E A C H A L I G N M E N T R E N E W ACTION PLAN 7

8. THE GENEROSITY " PYRAMID ADDED VALUE YOU OFFER TO MAKE OTHERS SUCCESSFUL IN ALL ASPECTS OF THEIR LIFE PRODUCT/ SERVICE YOU OFFER, ONLY ONE PIECE OF A BROADER, FULLER SOLUTION EVERYONE HAS SOMETHING TO OFFER (COMPLIMENT, PRAISE, ETC) 8

9. ACCELERATED" P E R S O N A L R E L AT I O N S H I P S PRE-JUDGE PASSI ON /DRE AM STRUG GLE /HABIT TELL YOUR STORY 9

10. CRIPPLING WHAT DO YOU DO THAT HOLDS YOU BACK? TELL YOUR STORY. DON’T FORGET A LITTLE SPARRING. HABITS S O M E C A R E E R 10

11. G E N E R O S I T Y I N T I M A C Y C A N D O R A C C O U N T A B I L I T Y 11

12. TRUST: 3 DIMENSIONS TO CONSIDER STRUCTURAL PERSONAL PROFESSIONAL 12

13. 13

14. 14

15. L I F E L I N E S ABSOLUTELY COMMITTED TO YOUR SUCCESS AND WON’T LET YOU FAIL A M B A S S A D O R S PURPOSELY HELP YOU FIND AND BUILD RELATIONSHIPS M E N T O R S RESPECTABLE KNOWLEDGE AND GUIDANCE S O U N D I N G B O A R D S ANYONE TO GET ADVICE AND KICK AROUND IDEAS A N C H O R S ACTS AS CURRENCY TO ATTRACT OTHERS TO YOUR EVENTS A FEW RELATIONSHIPS MAKE A HUGE DIFFERENCE A LONG SLOW DINNER! 15

16. A PROVEN METHODOLOGY NOT A “SELF-HELP” BOOK, BUT THE FIRST “LET OTHERS HELP” BOOK FIND YOUR LIFELINE RELATIONSHIPS. BROADEN YOUR GOAL-SETTING STRATEGY. LEARN TO FIGHT! DIAGNOSE YOUR HABITS. COMMIT TO IMPROVEMENT. LEAN ON OTHERS FOR SUPPORT. MAKE IT STICK. 16

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23. I N D I V I D U A L S A N D O R G A N I Z AT I O N S L A C K T H E N U M B E R , Q U A L I T Y A N D L E V E L O F R E L AT I O N S H I P S T O A C H I E V E T H E I R G O A L S H AV E N O E F F E C T I V E W AY T O A D D R E S S T H I S C R I T I C A L P R O B L E M T H E R I G H T M I N D S E T , P R O C E S S , A N D B E S T P R A C T I C E S K I L L S C A N D R A M AT I C A L LY I M P R O V E T H E P R O D U C T I V I T Y A N D S P E E D N E E D E D T O B U I L D B U S I N E S S R E L AT I O N S H I P S A N D C R I T I C A L B U S I N E S S O U T C O M E S 23

24. PERSONAL SUCCESS WHEEL 24

25. 25

26. WHO ARE YOUR TOP 5 AND 25? I S T H E R E A L E A R N I N G G O A L ? W H AT D O Y O U WA N T T O A C H I E V E I N T H E N E X T 2 Y E A R S ? W H I C H G R O U P S A N D PA RT I C U L A R P E O P L E A R E C R I T I C A L T O A C H I E V I N G T H I S ? W H AT C U R R E N C Y D O Y O U H AV E T O D E E P E N T H E S E R E L AT I O N S H I P S A N D C R E AT E G E N E R O U S W I N - W I N O P P O RT U N I T I E S ? A R E Y O U R E - M A I L S , P H O N E C A L L S , M E E T I N G S , A N D E V E N T S A L I G N E D T O D E E P E N I N G R E L AT I O N S H I P S W I T H T H E S E I N D I V I D U A L S ? F O C U S T A R G E T D E F I N E O U T R E A C H 26

27. 27

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31. A RC WORLD YOUR CONTRIBUTION TO SOCIETY what if what if 1/3 of this team adopted this mindset/process? 1/3 of our clients did? 31

32. G E N E R O S I T Y I N T I M A C Y C A N D O R A C C O U N T A B I L I T Y 32

33. SAMPLE HIGH IMPACT TEAMS CURRICULUM S E S S I O N 1 S E S S I O N 2 & 3 S E S S I O N 4 S E S S I O N 5 S E S S I O N 6 F O C U S Team cohesion and commitment Collaborative problem- solving Relationship action planning Continuous improvement and development Leadership by example and in service to the organization 33

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