5 Fast Facts You Need to Know About Workplace Coaching

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There’s no doubt about it—workplace coaching is on the rise. But it’s more than a trending topic; good coaching is now widely considered the “x-factor” in higher employee productivity, engagement, and performance.

What's hot

Top Talent Development Trends of 2014

InsideOut Development

The document identifies the top 6 talent development trends in 2014: 1. Connecting development to business priorities like decision making and coaching. 2. Implementing coaching training programs to improve employee performance. 3. Addressing challenges with leadership succession planning as companies failed to select the right talent 82% of the time. 4. Focusing on engaging and developing millennial employees who will make up 46% of the workforce by 2020. 5. Running employee engagement programs which 78% of businesses were actively doing. 6. Improving retention efforts as 58% of employees planned to change jobs in the next year.

2014 Leadership Survey Results

InsideOut Development

The survey of 75 learning and development professionals found that: 1) Only 44% of respondents agreed or strongly agreed that leaders in their organization successfully drive strategy and communicate their leadership vision. 2) Respondents indicated that leaders are often unwilling to listen to feedback (41%) or be coached (48%). 3) Just over half (52%) of respondents agreed or strongly agreed that they can work successfully with the leaders in their organization.

Are Your Training Initiatives Driving Results?

InsideOut Development

Training initiatives are not well aligned to critical organizational outcomes for many companies. A survey found that only 65% of respondents agreed or strongly agreed that their training was aligned to drive competency-based results, and only 40% agreed it was aligned to drive cultural or business impact results. Additionally, leadership does not fully understand or support the connection between training and driving business results for many organizations.

What's Your Focus

InsideOut Development

This document discusses how InsideOut Development helps organizations build competencies to improve performance. The top 4 competencies are effective communication, collaboration and team building, critical thinking and problem solving, and creativity and innovation. InsideOut Development focuses on developing these competencies at the individual, cultural, and business impact levels. Their methods have led to improved employee engagement and alignment with company goals according to client surveys and testimonials.

InsideOut Coaching

InsideOut Development

This document introduces InsideOut Coaching, which promotes workplace coaching to help employees make better decisions, commit to actions, and achieve results. It summarizes that coaching is the number one behavior of good managers, and organizations with strong coaching cultures are 30% more likely to have strong business outcomes. InsideOut Coaching takes an "inside-out" approach that draws out employees' potential rather than telling them what to do. It provides tools and training to help managers coach their direct reports and align goals to company objectives.

Decision Making Infographic

InsideOut Development

This document traces the evolution of organizational decision making from top-down hierarchies to more distributed models. In the past, decisions were made at the top of traditional bureaucratic structures, but starting in the 1980s, organizations began flattening hierarchies and empowering employees. Today, matrix structures involve decision making across departments, while future models will break down divisions further and require even greater autonomy. As decision making authority spreads, organizations need to prepare employees to make rapid, informed choices.

How to Create a Culture That Fosters Employee Engagement | Webinar

BizLibrary

Zombies are the walking dead. Disengaged employees are dead productivity-wise. Both are contagious and pose a risk to those among them. Additionally, disengaged employees cost organizations a lot of money. The frightening facts: 70% of employees are disengaged and actively disengaged. Nearly 1/3 of employees think their managers fail to effectively communicate goals. 40% of employees say they don't receive regular, clear feedback on their performance from their manager. (Sources: Gallup and Tower Perrins) So, how can we overcome the walking dead and create a culture that fosters engagement. The cure? Your managers. In this webinar we'll discuss how to develop your managers and improve your organizational culture.

The hidden cost of a failed sales manager, a guide for protecting your invest...

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Employee Motivation

Nurcin Celebi, MBA

This document discusses employee motivation and engagement. It identifies the key indicators of motivation as engagement, satisfaction, commitment, and intention to quit. It also outlines the basic drives that motivate employees as acquiring, bonding, comprehending, and defending. Finally, it provides strategies for improving engagement such as measuring engagement through surveys, promoting helpfulness, building confidence through training, fostering acceptance through team building, and showing respect by recognizing contributions.

Employee Engagement: It's Actually All About Your Leaders

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Employee Engagement: How To Strengthen It

Acorn

IOC 4.0 Participant Experience_reduced

Scott Lea, MBA

The document describes updates to the InsideOut Coaching 4.0 participant experience. Key updates include: - Enhanced workshop preparation with a new eLearning module to better prepare participants. - Updated participant materials including a new workbook and job aids to better connect learning to real-world scenarios. - A newly designed learning sequence to anchor and thread content throughout the workshop. The workshop continues to be led by a senior facilitator and includes engaging activities, videos, and coaching practice. New features aim to improve learning stickiness and sustainability to enhance the overall participant experience.

Best Practices for Developing Your Emerging Leaders

BizLibrary

3 Steps to Smarter Recruiting

CEB, now Gartner

Sink or Swim? Supporting the Transition to New Manager

BizLibrary

“Managers on the front line are critical to sustaining quality, service, innovation, and financial performance.” Becoming a Manager, Linda Hill, Professor, Harvard Business School How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.” 78% - Achieving a high level of customer satisfaction* 76% - Achieving a high level of productivity* 73% - Achieving a high level of employee engagement* This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.In this webinar we'll discuss: The four changes a new leader faces How to help new managers balance roles, results and relationships How to create a development plan for your new managers and supervisors * “Frontline Managers: Are They Given the Leadership Tools to Succeed?” Harvard Business Review Analytic Services, 2014. www.bizlibrary.com

10 Dead Simple Ways to Improve Your Company Culture

Bonusly

The document outlines 10 steps to build a great company culture: 1) embrace transparency, 2) recognize and reward valuable contributions, 3) cultivate strong coworker relationships, 4) embrace and inspire employee autonomy, 5) practice flexibility, 6) communicate purpose and passion, 7) promote a team atmosphere, 8) encourage regular feedback, 9) stay true to core values, and 10) devote effort and resources to building culture. Following these steps such as being transparent, recognizing employees, and encouraging autonomy can help engage employees and create a strong organizational culture.

Employee engagement best practices 2021

Rajesh Kumar A

Emc3 ilovelndn team-build_160623

ilove.london

Team building events have numerous benefits for organizations, such as improving leadership skills, uniting staff networks, and increasing staff retention. They help employees feel more engaged and valued, which improves productivity and creativity. Team building also allows organizations to clarify goals and objectives, identify strengths and weaknesses, and improve teamwork, communication, problem solving abilities, and overall company culture.

Are your leaders driving “One-Company” results?

CEB, now Gartner

The document discusses a lack of effective leadership in many organizations. Only 27% of organizations believe they have the leaders needed for the future. It introduces the concept of "enterprise leaders" - leaders who achieve their own goals while also improving performance across their organization by building connections between teams. True enterprise leaders are still rare, comprising just 10% of leaders. The document advocates for assessing leaders on their network performance and benchmarking against peers to identify enterprise leaders, as well as training programs to develop more leaders with this mindset.

7 Strategies For Boosting Manager Engagement

Acorn

What's hot (20)

Top Talent Development Trends of 2014

2014 Leadership Survey Results

Are Your Training Initiatives Driving Results?

What's Your Focus

InsideOut Coaching

Decision Making Infographic

How to Create a Culture That Fosters Employee Engagement | Webinar

The hidden cost of a failed sales manager, a guide for protecting your invest...

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Employee Engagement: It's Actually All About Your Leaders

Employee Engagement: How To Strengthen It

IOC 4.0 Participant Experience_reduced

Best Practices for Developing Your Emerging Leaders

3 Steps to Smarter Recruiting

Sink or Swim? Supporting the Transition to New Manager

10 Dead Simple Ways to Improve Your Company Culture

Employee engagement best practices 2021

Emc3 ilovelndn team-build_160623

Are your leaders driving “One-Company” results?

7 Strategies For Boosting Manager Engagement

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Cornerstone, Employee Engagement is all we do!

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This document discusses the importance of leadership in driving employee engagement. It provides a case study showing that while two companies implemented similar employee training initiatives, only the company that first invested in leadership development saw improved long-term metrics and financial results. The top factors influencing employee engagement are the quality of relationships with managers and leadership behavior. Strategic leadership sets the vision and direction while operational leadership through day-to-day interactions has a bigger impact on success. To create true employee engagement, companies must hire servant leaders who put employee wellbeing and needs first.

Employee Engagement - It's all about leadership

Simon Roberts

This document discusses the importance of leadership in driving employee engagement and organizational success. It provides several examples and research findings that show leadership has a direct impact on employee well-being, performance, and engagement. Specifically, it states that operational leadership, which is demonstrated through day-to-day interactions and expectations, has a more significant influence on success than strategic leadership. The document advocates for investing in developing quality leaders who prioritize employees and adopt a servant leadership model in order to create truly engaged workforces.

From Peer to Leader: How to Develop Your First-Time Managers

BizLibrary

The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome. During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies. Key takeaways: Identify key strengths and improve weaknesses of first-time managers Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques Create a training plan that builds confidence and increases productivity for your new managers

Best Practices for Developing Your Emerging Leaders

BizLibrary

This document summarizes a webinar presentation about developing leadership programs. It introduces the presenters and provides an overview of 5 ways to unlock the hidden value in emerging leaders: 1) strong executive involvement, 2) tailored leadership competencies, 3) alignment with business strategy, 4) targeting multiple levels of leadership, and 5) learn by doing and application. It then discusses each of these 5 areas in more detail and provides examples and research to support developing effective leadership programs.

7 Strategic Decisions for Building an Effective Leadership Development Program

Anisa Aven, BCC, NLPC: 281-469-4244

Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges. There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program. HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't! At the end of this webinar, participants will identify: - The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program - How to Build and Make the Case for Leadership Development within your Organization - How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals - Key Methods for Tracking Results and Measuring the ROI

Coaching in asia 'maximising the potential of future leaders'

Centre for Executive Education

"Coaching in Asia: The First Decade" is the definitive guide to the principles and practices of empowering personal and organisational change. Whether you're a manager or coach, living in Asia, Europe or elsewhere, Coaching in Asia is packed with case studies and coaching approaches to help you develop greater effectiveness. Each chapter is drawn from the firsthand expertise of a diverse group of coaches working in China, India, Indonesia, Singapore, Thailand, Japan, Hong Kong, and beyond. Coaching is a global phenomenon that is best wrapped in cultural nuances. Coaching in Asia offers expert guidance on what has been done and more importantly, what is working. It will provide you with the ideas, methods, and practices to enable you to live out your leadership potential and be an agent of change for the good of the world. The Book is available at leading bookstores across Asia Pacific and also on Amazon.com

How to Unlock the Hidden Value in Your Emerging Leaders | Webinar

BizLibrary

Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Among the key challenges many employers face: They don’t have strategic level initiatives in place to capture and retain the knowledge that’s about to leave They don’t have replacement talent ready to step into leadership as these roles open up They can’t engage and retain early career talent long enough to fill leadership roles What if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions? In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.

5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15

BizLibrary

Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity. In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization. What you'll learn: - Importance of Leadership Development Best Practices including: - Strong executive involvement - Use of tailored leadership competencies - Alignment with the business strategy - A “leaders at all levels” approach www.bizlibrary.com

MSBCoach LLC Business Manual

Maggie

MSBCoach provides customized coaching and training programs to organizations. They work with clients to identify specific needs through interviews and surveys then design a plan tailored to the organization's culture. Coaching includes monthly training sessions and individual executive coaching to provide structure, strategic planning support, and other services. The goal is to develop strong leaders and high performing teams to benefit the individuals, teams, and overall organization.

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Performance Reviews: 5 Keys to Really Make them About Performance

BizLibrary

In the field of employee relations and labor/management conflicts, sometimes we have to work hard to find things about which both sides (employee and management) agree. One such area is performance reviews or appraisals. It’s just about universally true that nobody likes performance appraisals. But, the effective, accurate and objective evaluation of each employee’s performance holds the key to improving the overall performance of your entire organization. In this webinar, you'll learn: The role of performance management. Why we do performance reviews. Key strategies for effective performance management. Continuous learning and development.

Sink or Swim? Keys to Helping Newly Promoted Managers Succeed | Webinar 05.13.15

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Newly promoted managers face long odds for success. In fact, most of them fail. The sad truth of the matter is the failure rates for newly promoted managers can be attributed more to organizational failures than to the failures or shortcomings of the managers themselves. So, what can we do as HR and learning professionals to change the odds of success? In this program, Chris Osborn of BizLibrary will discuss effective strategies to tilt the odds towards success. After all, we promote people because we see them having the potential to succeed in their next role. So let's figure out effective ways to facilitate that success with changes in our approach to learning and development, support, and socialization. www.bizlibrary.com

Sink or Swim? Supporting the Transition to New Manager | Webinar

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60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around? This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies. Topics we'll discuss: Change Management Leadership Communication Coaching Collaboration Supervision

Cultivating Corporate Culture & Building Positive Corporate Cultures with Cor...

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Enhancing the Employee Experience; Uncovering and Hard-Wiring the Authentic Core Values in Your Organization. In this webinar HR professionals will learn the difference between accidental, generic, price of admission, aspirational, “window dressing” and truly authentic core values that are used every-day to make decisions in their organizations. Values that are truly “core” represent the true and real culture of the organization often not the values noted on the website like “transparent” “collaborative” and those that are all to often forgotten. How can an HR team uncover the core values and create change management initiatives that will drive the culture an organization seeks?

Are You Getting Better

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Leaders do not naturally improve with age and experience alone. Less than 1% of corporate learning budgets are spent on developing executives, despite research showing leadership development is a top priority. While leaders need skills in many areas, surveys show their key challenges relate to strategic skills like setting strategy, communicating it, and ensuring alignment. Coaching can help leaders improve strategic skills through reflection, feedback, and deliberate practice of new ideas, helping businesses to improve.

Are You Getting Better

Rich Horwath

Leaders do not naturally improve with age and experience alone. Less than 1% of corporate learning budgets are spent on developing executives, despite research showing leadership development is a top priority. While leaders need skills in many areas, their main challenges revolve around strategic thinking - setting strategy, communicating it, and ensuring alignment. Coaching can help leaders improve strategic skills through reflection, feedback, and deliberate practice of new ideas. Highly successful leaders like Jobs, Schmidt, and Welch all benefited from having advisers and coaches.

Coaching Employees for High Performance (Webinar by Fuel50 & Quantum Workplace)

Fuel50

Check out the full webinar at http://f50.li/cehp. Today, more than ever, providing opportunities for professional development and career growth is critical to engaging and retaining productive and high-performing employees. In fact, 100% of HR leaders identified improving leader coaching conversations as a top priority for them in 2017 and 70% of employers say their career development processes are ineffective at providing career advancement opportunities.

ORGANIZATIONAL BEHAVIOUR& LEADERSHIP BY Enkeleda KAPLLANAJ

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This document provides an overview of leadership topics including: - Definitions of leadership and the task of developing leadership skills. - Critical elements for an effective leadership development plan including feedback, understanding one's style, and targeted training. - Common challenges modern leaders face such as increased travel, globalization, and changing workforce demographics. - How leadership effectiveness can be reduced by behaviors like dominance and lack of emphasis on relationships. - Statistics on the benefits of leadership coaching for both executives and their organizations. - Evidence-based best practices leaders can use to boost morale and performance like removing low performers and accentuating the positive. - The role of leaders in creating vision, urgency, values and culture within

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Managers' performance reviews of employees are often unreliable and biased. Unconscious biases can account for 61% of a performance rating reflecting the manager, not the employee. The document discusses six common biases: the halo effect, horns effect, recency bias, similarity bias, contrast bias, and conformity bias. It provides examples of how each bias might influence ratings and recommends practices like using evaluation matrices, frequent check-ins, and customized evaluations to design performance management systems that minimize the effects of these biases.

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This document provides 3 leadership hacks for managing fear and maintaining composure during times of change. The first hack is to speak often through clear and frequent communication. The second is to listen more to understand employees' perspectives and reduce uncertainty. The third hack is to focus employees forward by helping them make a plan with goals, prior efforts, potential options, and next steps. Regular communication, active listening, and forward planning are presented as key strategies for leaders to reduce interference caused by fears of change.

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按照原版制作【微信：176555708】【TMU毕业证（多伦多都会大学毕业证）成绩单offer】【微信：176555708】（留信学历认证永久存档查询）采用学校原版纸张（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：176555708】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：176555708】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：176555708】 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！办理多伦多都会大学毕业证（TMU毕业证【微信：176555708】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。办理多伦多都会大学毕业证（TMU毕业证【微信：176555708】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。办理多伦多都会大学毕业证（TMU毕业证【微信：176555708】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，办理多伦多都会大学毕业证（TMU毕业证【微信：176555708 】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。

The University of Buckingham diploma

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按照原版制作【微信：176555708】【Buckingham毕业证（白金汉大学毕业证）成绩单offer】【微信：176555708】（留信学历认证永久存档查询）采用学校原版纸张（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：176555708】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：176555708】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：176555708】 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！办理白金汉大学毕业证（Buckingham毕业证【微信：176555708】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。办理白金汉大学毕业证（Buckingham毕业证【微信：176555708】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。办理白金汉大学毕业证（Buckingham毕业证【微信：176555708】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，办理白金汉大学毕业证（Buckingham毕业证【微信：176555708 】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��日期。对持有人来说，妥善保管是非常重要的。

University of California, San Francisco degree Cert diploma offer

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定制留信网认证Cert【微信：176555708】【UCSF毕业证（旧金山分校毕业证）成绩单offer】【微信：176555708】（留信学历认证永久存档查询）采用学校原版纸张（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：176555708】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：176555708】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：176555708】 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！办理旧金山分校毕业证（UCSF毕业证【微信：176555708】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。办理旧金山分校毕业证（UCSF毕业证【微信：176555708】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。办理旧金山分校毕业证（UCSF毕业证【微信：176555708】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，办理旧金山分校毕业证（UCSF毕业证【微信：176555708 】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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University of Birmingham diploma

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按照原版制作【微信：176555708】【UoB毕业证（伯明翰大学毕业证）成绩单offer】【微信：176555708】（留信学历认证永久存档查询）采用学校原版纸张（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：176555708】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：176555708】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：176555708】 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！办理伯明翰大学毕业证（UoB毕业证【微信：176555708】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。办理伯明翰大学毕业证（UoB毕业证【微信：176555708】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。办理伯明翰大学毕业证（UoB毕业证【微信：176555708】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，办理伯明翰大学毕业证（UoB毕业证【微信：176555708 】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。

Portfolio - Muhammad Ikmal Fahmi Bin Che Mohamood (Ikmal Fahmi)

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Ikmal Fahmi is a Malaysian entrepreneur. and a journalist at IF Reporter. In early 2023, he published his e-book called Explore Inner Self He won a grant worth RM 4500 in YSEALI Bootcamp 2022 which enabled him to organize Kau Okay Tak K.O.T Expo, a children mental health expo. In early 2024, he ventured into his news agency start-up called IF Reporter and founded IFG Technology, a cybersecurity firm in the same year. To further create a healthy political way, he came out with Akademi Parlimen Malaysia, a political education enterprise followed by IFC Property, a construction firm.

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Agile Methodology In-Brief : Created byMohamed Shebl

Mohamed Shebl, MBA,PRINCE2 ®,ITIL®,PMP

Discover the core principles and frameworks of Agile methodology in this comprehensive presentation by Mohamed Shebl. Designed for professionals and teams looking to adopt Agile practices, this presentation covers:Introduction to Agile: Understand what Agile is and how it helps teams deliver value efficiently. Key Principles: Explore the four key values and twelve principles of Agile that prioritize flexibility, customer collaboration, and continuous improvement. Benefits of Agile: Learn about the advantages of Agile, including flexibility, customer satisfaction, improved team collaboration, and early delivery. Agile Frameworks: Get insights into popular Agile frameworks such as Scrum, Kanban, and Extreme Programming (XP). The Scrum Framework: Detailed overview of Scrum roles, events, and artifacts to help you implement Scrum effectively. Agile Artifacts: Understand essential Agile artifacts like the Product Backlog, Sprint Backlog, and Increment. Agile Workflow: Step-by-step guide on planning, designing, developing, testing, reviewing, and releasing in Agile. Agile Tools: Introduction to tools like JIRA, Trello, and Azure DevOps that facilitate Agile project management. Getting Started with Agile: Delve into the world of Agile methodology with this in-depth presentation by Mohamed Shebl. "Agile Methodology In-Brief V1.1" provides a thorough exploration of Agile principles, frameworks, and practices, making it an essential guide for professionals seeking to enhance their project management approach. Introduction to Agile: Start with a clear understanding of what Agile is. Agile is an iterative approach to project management and software development that enables teams to deliver value to their customers faster and with fewer headaches. Unlike traditional project management methods that rely on a 'big bang' launch, Agile focuses on delivering work in small, consumable increments. Key Principles of Agile: Learn about the core values and principles that form the foundation of Agile methodology. Agile prioritizes individuals and interactions over processes and tools, working software over comprehensive documentation, customer collaboration over contract negotiation, and responding to change over following a plan. These principles guide Agile teams to work more efficiently and flexibly. Benefits of Agile: Discover the numerous benefits Agile offers, including: Flexibility and Adaptability: Quickly respond to changes in the project environment. Customer Satisfaction: Ensure continuous delivery of valuable software. Improved Team Collaboration: Foster better communication and teamwork. Early and Predictable Delivery: Achieve smaller and more frequent releases. Continuous Improvement: Regularly reflect and enhance processes. Agile Frameworks: Explore popular Agile frameworks such as: Scrum: The most widely used framework with defined roles, events, and artifacts. Kanban: Focuses on visualizing the workflow and limiting work in progress.

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