View allAll Photos Tagged Leadershipdevelopment
Participants of the Leadership Emergence and Development Program attended a multi-day training and workshop at the Phoenix, Arizona, office the week of April 8, 2019. In addition to leadership training and learning more about WAPA, participants visited Hoover Dam and Mesquite Solar 3. (Photos provided by Michelle Fink)
Kendo Master combines the elements of Eastern Thinking and the challenge of Japanese Sword Fencing into one powerful and exhilarating event. In addition to learning the skills and techniques of Kendo, it teaches self-trust, being intuitive, commitment, raising the bar, having confidence within, self trust, living in the moment and strength of mind and body to follow through.
The activity is totally hands on. The journey takes participants step by step through the skills of Kendo – or Japanese Fencing. Team members practice and apply these skills with each other and experience the exhilaration of this sport. Regular breaks in the program provide time for discussion and debrief allowing participants to take meaning from the 'Eastern psyche' behind the physical elements.
The program is inclusive and for almost anyone. Whilst there is no 'boot camp' element to Kendo be prepared to challenge your physical and reflexive capabilities, as well as your thinking behind how you behave 'in the moment.'
Our featured speaker Jose Luis Prado President of Quaker Foods of North America, a division of Pepsico.
Joanne Mann (Right), receives a plaque upon her graduation from the 2012-2013 Leadership Development Tier 3 Program March 15, 2013 from Brig. Gen. Margaret Burcham, U.S. Army Corps of Engineers Great Lakes and Ohio River Division commander, at the division headquarters in Cincinnati, Ohio. Class members were selected as future senior leaders from the division’s seven districts and met with district commanders and senior leaders to get their perspectives on each district’s missions, challenges and their leadership roles. Mann is the executive assistant and congressional liaison in the Nashville District Executive Office in Nashville, Tenn. (USACE photo by Jacqueline Tate)
Tim Dunn (Right), receives a plaque upon his graduation from the 2012-2013 Leadership Development Tier 3 program March 15, 2013 from Brig. Gen. Margaret Burcham, U.S. Army Corps of Engineers Great Lakes and Ohio River Division, in Cincinnati, Ohio. Class members were selected as future senior leaders from division’s seven districts and met with district commanders and senior leaders to get their perspectives on each district’s missions, challenges and their leadership roles. Dunn is the Operations project manager for the Mid-Cumberland Area, which includes Center Hill, Dale Hollow and Cordell Hull Lakes. (USACE photo by Jacqueline Tate)
Executive and Advisory Committee at the Hotel Shangri-La, New Delhi in a conducive ambiance where numerous ideas were discussed.
A kick-off program with Pictometry in Rochester NY at the Rochester Institute of Technology.
Outcomes from the team building and employee engagement day:
• Have fun and connect in an informal environment
• Discussions and identification of what’s working and what to do more of that is working well
• Action planning for the future of the department as the employees see it and steps to achieve that future
• Enhanced employee engagement to Pictometry, their managers and each other
• Enhanced inter and intra departmental+ team communication and collaboration
Deep in the heart of autumn’s golden woods, I spent the day as similar to how ancestors once did — beneath a canvas shelter, fire crackling low, and the scent of pine smoke rising to the heavens. My Plash Palatka stood strong against the wind, my kettle sang over the coals, and I sat upon the leaves in my buckskin, content and grounded. Out here, time slows… and the forest remembers... 🍂🔥 #BarefootBushcraft #LeadershipDevelopment #TeamBuilding #OutdoorEducation #ExperientialLearning #SurvivalSkills #WildernessTraining #ProfessionalGrowth #NatureBasedLearning
Participants of the Leadership Emergence and Development Program attended a multi-day training and workshop at the Phoenix, Arizona, office the week of April 8, 2019. In addition to leadership training and learning more about WAPA, participants visited Hoover Dam and Mesquite Solar 3. (Photos provided by Michelle Fink)
A kick-off program with Pictometry in Rochester NY at the Rochester Institute of Technology.
Outcomes from the team building and employee engagement day:
• Have fun and connect in an informal environment
• Discussions and identification of what’s working and what to do more of that is working well
• Action planning for the future of the department as the employees see it and steps to achieve that future
• Enhanced employee engagement to Pictometry, their managers and each other
• Enhanced inter and intra departmental+ team communication and collaboration
In addition to training, CLDP participants toured the nearby Lawrence Livermore National Laboratory to learn what another DOE agency is doing.
The participants of the Craft Leadership Development Program met in Pleasanton, California, for their quarterly training session the week of March 4. During the training, participants learned about procurement, reliability centered maintenance, operations, safety and environment as well as received a day of leadership training. The CLDP trains journeymen in all WAPA's maintenance community for management and foremen responsibilities in the future. (Photo by Steve Tuggle)
The 2014 13th Annual Chicagoland Learning Leaders Conference, Learning Beyond the Classroom, is an one-day, multi-track collaboration to learn best practices from the Executive Learning Exchange’s powerful network of learning and talent development leaders hosted by Allstate Insurance Company.
A kick-off program with Pictometry in Rochester NY at the Rochester Institute of Technology.
Outcomes from the team building and employee engagement day:
• Have fun and connect in an informal environment
• Discussions and identification of what’s working and what to do more of that is working well
• Action planning for the future of the department as the employees see it and steps to achieve that future
• Enhanced employee engagement to Pictometry, their managers and each other
• Enhanced inter and intra departmental+ team communication and collaboration
Team Building with the Allstate Minority and Women Emerging Entrepreneurs Program at the Center for Entrepreneurial Leadership School of Management University at Buffalo, NY.
(Left to right) Graduates Gary Bruce, Linda Adcock, Stanley Carter and Jim Carter pose with their certificates of completion during the Leadership Development Program graduation ceremony Dec. 6, 2011 at the Belmont University Massey Business Center in Nashville, Tenn. They earned 15 continuing education hours. (USACE photo by Richard Scott)
One of the pins I wear in my role as a Girl Scout Leader (I have a troop of Daisy Girl Scouts - the kindergarteners; they're too cute!). You can't see it too well, but it says "Leadership Development." You get the main pin (the part with the owl) for completing certain basic requirements (have been a Leader a year, taken necessary training, etc.). The leaves that hang from it represent hours of training beyond the basic minimum. Each green leave is 5 hours of training. If I got around to turning in an updated form, I have at least 2, and probably all 3, more green leaves coming to me.
Here's where it gets dicey - when you complete 25 hours (5 green leaves), you turn them in for 1 silver leaf which represents 25 hours. But then... it's a little vague. Do you get more green to fill in? The pin only has room for 5 leaves, so you'd be fine for 25-50 hours, but once you replace the 4 green leaves with a second silver leaf, you now have 50 hours represented, but can only add 15 more hours worth of leaves, but have to earn 25 more to get up to 3 green leaves.
THEN, you can turn in (eventually) 5 silver leaves for 1 gold leaf - and what happens THEN??
I tried to ask this to Girl Scout Leaders and they just look at me as if I'm crazy. I tried drawing pictures, counting hours on my fingers, etc., but nothing worked. It's like a mathematical void, at least the people I spoke with.
But, the points probably moot since the national organization is in the midst of huge restructuring of both the girl and adult development programs, I don't know how long this pin will be around. And I do know it will be a long time before I complete another 25 hours of training and need to even think about it!
Work with leadership coaching and team development using horse guides is provocative, developmental, generative and powerful! See the full set to see some of the leadership development & coaching process in action.
You can find out more about coaching, leadership development via Horseplay and my Pitts Aldrich connection my REVELN coaching page here: reveln.com/reveln-coaching/
One of Deb's curation newsletters is here - Change Leadership Watch
www.scoop.it/t/change-leadership-vision
A few client photos are shared for reference purposes. Most client photos are private,
Thanks for visiting! ~ Deb
For our future sake, let's get creative!
To create a future where everyone can access quality education and reach their full potential, we must shift education from work-oriented to more holistic and empowering. We must focus on teaching people the skills and knowledge they need to succeed in a world of AI and empower them to take charge of their own lives.
JJFBbennett Art Directory
Contemporary Positional Video Art and Socio-Fictional Writings
It is about being creative and innovative with knowledge