We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you!
Presentation is loading. Please wait.
Published byCarlton Shawley
Modified over 2 years ago
CFDLS © 2012 Central Florida Diversity Learning Series 2012 Evaluation Summary of Session 4 on August 1 st Engaging Generations at Work: The Believers Presenter: Ken Beller from Near Bridge Inc.
CFDLS © 2012 EVALUATION DETAILS A total of 23 evaluations were turned in, 11 of which were filled out by managers and 12of which were filled out by individual contributors or employees. A total of 28 people attended the session. The first 4 questions asked participants to rate their knowledge before and after the session, on a scale from 1-5. Questions 5-8 were open-ended with room to write in responses.
CFDLS © I understand what values define the Believers generation (those born ). Based on 11 manager responses and 12 individual responses. Managers’ total improvement: 93%IC’s total improvement: 90%
CFDLS © I possess knowledge of how to avoid or resolve conflict that arises between individuals from the Believers generation and those of other generations. Based on 11 manager responses and 12 individual responses. Managers’ total improvement: 82%IC’s total improvement: 90%
CFDLS © 2012 Based on 11 manager responses and 12 individual responses. Managers’ total improvement: 71%IC’s total improvement: 84% 3.I can make connections between the Believers and other generations in ways that allow my organization to promote stronger inclusion.
CFDLS © 2012 Based on 11 manager responses and 12 individual responses. Managers’ total improvement: 120%IC’s total improvement: 93% 4.I know the best practices and methodologies for integrating values and individuals from the Believers generation into my organization.
CFDLS © 2012 Average Rating per Question (Managers and Individuals Combined)
CFDLS © 2012 Total Percentage Improvement per Question (Managers and Individuals Combined)
CFDLS © 2012 OPEN-ENDED ANSWERS 5.What was your most significant learning today? Managers: The patience exercise – glad for tips and help on building patience! The core values of the Believers / moving from resisting to allowing. Believers’ motivation. The integration of videos, a great way to illustrate stories and give examples. That I am a ‘cusper’ and need to use my translation skills to benefit myself and my organization.
CFDLS © 2012 OPEN-ENDED ANSWERS 5.What was your most significant learning today? Managers: Believers aren’t slackers but value their personal life. Resistance/Tolerance/Allowance - love this concept. What a difference there is between the two sets of 3 populations and how that impacts our organization today. Seeing other peoples’ perspectives. The Value Population – Believers.
CFDLS © 2012 OPEN-ENDED ANSWERS 5.What was your most significant learning today? Individual Contributors: The idea of a human library – can’t wait to use at work! Believers’ values and motivation and way of seeing the world. Stress is the direct result of individual perception. The concept to “act out” VS “act on.” The importance of inclusion. About myself! I’m a Believer and that’s okay (I’m not a slacker). Greater understanding of the Value Populations and why they are who they are. How Believers work with older value systems. Believers avoid conflict.
CFDLS © 2012 OPEN-ENDED ANSWERS 6.How will you use one or more of the tools presented/ practiced today? Managers: Conversation Café – steps exercise. Manage around stress. Use engaged-detachment. Empathy with members of my team. Incorporate stories. Conversation Café will be used in staff meetings. Change incentives. I love staff and clients who are Believers and understand more how to include them in future decisions. I really loved the Conversation Café. I will incorporate the information into the work environment I work in.
CFDLS © 2012 OPEN-ENDED ANSWERS 6.How will you use one or more of the tools presented/ practiced today? Individual Contributors: Love the section on patience/stress. Try to be more patient and listen to others’ points of view. Incorporate specific aspects in future leadership/diversity activities. Will share the exercises with peers and partners. Be understanding of others.
CFDLS © 2012 OPEN-ENDED ANSWERS 6.How will you use one or more of the tools presented/ practiced today? Individual Contributors: Relate to coworkers and supervisors. Share with my team – we are a mix of Believers and Techticians. It will help me design recognition for this group. To gain buy-in and consensus from other Believers. Use in other trainings I will facilitate.
CFDLS © 2012 OPEN-ENDED ANSWERS 7.How might you integrate what you learned about the Believers into your organization’s D&I efforts? Managers: Discussions about balance. Team dynamics, Total Reward Optimization. Serve as education role model. Include in family, friends, personal interactions. In many ways to help increase engagement. How to understand another PoV. A session on this Value Population to be included with our class offerings, exercise to connect teams (Conversation Café). Be sure Believer PoV is included in discussions.
CFDLS © 2012 OPEN-ENDED ANSWERS 7.How might you integrate what you learned about the Believers into your organization’s D&I efforts? Individual Contributors: Inclusiveness of team’s ideas and appreciation of participation and sharing with leadership team. Student leadership seminars / daily practice. We will look at benefits/rewards and work life balance. Model the Believers within organization.
CFDLS © 2012 OPEN-ENDED ANSWERS 7.How might you integrate what you learned about the Believers into your organization’s D&I efforts? Individual Contributors: Share with as many as possible. Include them! I will be more patient. I will share my learnings with my work group and as I advance in the organization, incorporate the learnings in organizational planning.
CFDLS © 2012 OPEN-ENDED ANSWERS 8.Other comments: (usefulness of handouts, quality of the presenters, facilitators, food, facilities, access, insights): Managers: Thank you – it is cold in here. Excellent presenter and insights. Thought provoking session. Wonderful additions of videos. Another great session! Thank you! Everything was excellent as always. Exercises were very helpful. This session is one of my favorites – felt really good to know this Value Population exists to assist us with learning how best to balance work/life.
CFDLS © 2012 OPEN-ENDED ANSWERS 8.Other comments: (usefulness of handouts, quality of the presenters, facilitators, food, facilities, access, insights): Individual Contributors: Love the use of music before session. Great recap at beginning, not too much time. Great session! Thank you! Please add “Star Wars” to believers videos. S.W. = Redemption message. Ken kept the group interacting and gave a splendid presentation. All was excellent! It’s all good!! Great presentation! Excellent presentation – very inspirational and transformational. I appreciated the visual and personal stories.
Today we will be orienting ourselves to some of the principles and qualities we look for and try to exhibit as Leaders in NA. Specifically, we will look.
Building a Recovery Focused Mental Health System: Reflections on Systems Change and Growth in Community Mental Health November 7, 2008 Canadian Innovations.
Experience of using formative assessment and students perception of formative assessment Paul Ong Greg Benfield Margaret Price.
Coaching: Tapping Into Your Employees Potential. 2 Objectives After this workshop you will be able to: Set the groundwork for productive coaching sessions.
Great WRAP® Facilitation Matthew R. Federici M.S., C.P.R.P Executive Director The Copeland Center for Wellness & Recovery Webinar Oct 18 th 2010.
Strategic Communication Learning Program. External Affairs Vice Presidency Country Partners Bank Staff Intl. Development Agencies.
Home of unlimited opportunity. Getting Noticed Online (In a Good Way)
Guide to Patient & Family Engagement Insert hospital logo here Working With Patient and Family Advisors: Part 1. Introduction and Overview [Hospital Name.
2014 Team Captain Training. Established by Governor Jim Hunt in 1984 Only authorized charitable campaign in the state employee workplace No state.
360 Leadership Process John Kuhls, Director of Human Resources Linda D. Smith, Director Staff Development NC Department of Revenue.
Denison Culture Survey Results Debrief and Action Planning Prepared by: Insert Your Name Here Insert Unit Name and/or Logo here.
8 Reflective Practice. What is reflective practice? An ongoing, dynamic process of thinking honestly, deeply and critically about all aspects of professional.
Behavior in the Workplace Evidence-Based Leadership Practices for Creating a Positive Workplace Jo Manion PhD RN CNAA FAAN 1/8/07 NCSBN.
Seize the Opportunity at the Point of Sale. *Preparation Notes* You will see several of these *preparation notes* slides throughout the presentation.
ELA/Literacy K-2 Session 1: Developing Criterion-Based Feedback 1.
VISION in ACTION by Pat Acosta LEADERSHIP Within the Movement! By Pat Acosta BSW Survivor to Advocate.
Quality Impact Teams In the small organization Part 3 – Team Leader Training.
(Title) Name(s) of presenter(s) Organizational Affiliation Welcome Back Fee-for-Service Kentucky January 31, 2012 Project Funded by CSAT.
©2013, Crux Research, Inc. and Bridgemark Solutions Inc. All rights reserved. Crux Research, Inc. One North Main Street Honeoye Falls, New York
Boy Led Troop Purpose of this PPT For the speaker, delete this slide before presenting This presentations primary purpose.
From Open Educational Resources to Open Educational Practices Professional development of language teachers through collaborative writing and peer review.
NE-II THE wood badge ticket ne-ii-177 staff development 2 Larry Goldman Scoutmaster.
DMEM Centre for Strategic Manufacturing Team Performance Measurement Jill MacBryde & Kepa Mendibil Centre for Strategic Manufacturing University of Strathclyde,
Creative Compensation and Total Rewards Tools to Attract and Retain Employees From Different Generations Michael F. Maciekowich National Director Astron.
Individual PBS Module 1: Collaborative Teaming and Person- Centered Planning.
Planning is a process which ends up with a plan A plan should give you answers to three questions: What am I trying to achieve? What am I going to do?
1 Facilitating Effective Meetings Ruth A Johnston, Ph.D
CAP 108: The Fundamentals of Effective Meeting and Facilitation Skills.
Great WRAP® Facilitation Matthew R. Federici M.S., C.P.R.P Executive Director The Copeland Center for Wellness & Recovery
Your Best Year Yet! Ten Questions for Making the Next Twelve Months Your Most Successful Ever.
© 2016 SlidePlayer.com Inc. All rights reserved.