#agile EQ training

[saipushpalearner]

Personalized Learning 

Master personalized strategies for agility with Everything DiSC Agile EQ’s customizable training modules. 

[didmseo]

Apne Career Ko Boost Karne Ke Liye Best Options

Introduction:

Aaj ke fast-paced aur competitive job market mein, continuous skill development ek necessity ban chuki hai. Chahe aap fresher hon ya experienced professional, apne skillset ko upgrade karna aur new skills seekhna crucial hai career growth ke liye. Is blog post mein, hum explore karenge various skill development courses list jo aapko help kar sakte hain apne professional journey mein excel karne mein.

1. Digital Marketing Courses For Skill development:

Digital marketing aaj ke time mein ek growing field hai. Yahan kuch popular skill development courses list hain:

a) Google Digital Marketing Course:

- Free course hai jo digital marketing ke basics sikhata hai

- Topics include SEO, social media marketing, content marketing, etc.

- Google ka certification milta hai course complete karne par

b) HubSpot Inbound Marketing Course:

- Inbound marketing strategies par focus karta hai

- Free course with paid certification option

- Real-world examples aur case studies se sikhne ka mauka milta hai

c) Facebook Blueprint:

- Facebook aur Instagram advertising par specific training

- Self-paced modules with free and paid certification options

- Platform-specific marketing skills develop karne mein helpful

2. Programming and Web & Skill Development Courses List:

Tech skills ki demand bahut high hai. Kuch popular options include:

a) FreeCodeCamp:

- Completely free, comprehensive web development course

- HTML, CSS, JavaScript, aur advanced topics cover karta hai

- Real projects par kaam karke practical experience milti hai

b) Codecademy:

- Interactive coding courses for various programming languages

- Python, Java, JavaScript, C++, etc. sikhne ke liye options

- Free and paid plans available hain

c) The Odin Project:

- Open-source curriculum for full-stack web development

- Ruby on Rails aur JavaScript frameworks par concerntrate

- Community-driven approach se learning hoti hai

3. Courses on Data Science and Analytics for Skill Development List:

Data-driven decision making ka importance badhta ja raha hai. Yeh courses consider karein:

a) DataCamp:

- Data science, machine learning, aur analytics par courses

- Interactive platform with hands-on exercises

- Beginners se lekar advanced level tak ke courses available

b) Coursera's IBM Data Science Professional Certificate:

- Extensive curriculum that addresses every facet of data science

- Real-world projects aur hands-on labs included hain

- IBM ka globally recognized certificate milta hai

c) edX's Data Science Microsoft Professional Program:

- Microsoft ke experts dwara design kiya gaya curriculum

- Python, R, aur SQL jaise important tools sikhaye jaate hain

- Capstone project se practical experience milti hai

4. Soft Skills Development Courses List:

Technical skills ke saath-saath, soft skills bhi bahut important hain. Kuch options:

a) Coursera's Improving Communication Skills:

- Effective communication ke various aspects cover karta hai

- University of Pennsylvania dwara offer kiya jata hai

- Presentations, writing, aur interpersonal skills par focus

b) LinkedIn Learning's Developing Your Emotional Intelligence:

- EQ (Emotional Quotient) improve karne ke liye designed course

- Self-awareness, self-management, aur relationship management sikhata hai

- Short, bite-sized lessons for easy learning

c) Udemy's Critical Thinking Masterclass:

- Logical reasoning aur problem-solving skills develop karne ke liye

- Real-life scenarios aur case studies included hain

- Decision-making abilities improve karne mein helpful

5. Project Management (Skill Development Courses List):

Project management skills har industry mein valuable hain. Consider these options:

a) PMI's Project Management Professional (PMP) Certification:

- Globally recognized certification for project managers

- A complete course that addresses every facet of project management

- Rigorous exam ke baad certification milti hai

b) Scrum.org's Professional Scrum Master Certification:

- Agile project management methodology par focus

- Self-study materials aur practice assessments available

- Industry mein highly respected certification

c) Google Project Management Professional Certificate:

- Coursera par available, Google ke experts dwara designed

- Practical skills aur hands-on experience provide karta hai

- No prior experience required, beginners ke liye bhi suitable

6. Graphic Design and Multimedia For Skill Development Courses List:

Creative field mein career banana chahte hain? Yeh courses dekhen:

a) Canva Design School:

- Free online courses for graphic design basics

- User-friendly interface aur practical projects

- Design principles, branding, aur social media graphics cover karta hai

b) Adobe Creative Cloud Courses:

- Official Adobe learning platform

- Photoshop, Illustrator, InDesign, etc. ke comprehensive tutorials

- Beginners se lekar advanced users tak ke liye suitable

c) Skillshare's Graphic Design Courses:

- Various courses by industry professionals

- Hands-on projects aur community feedback

- Typography, logo design, aur illustration jaise topics covered

7. Language Learning Courses:

Multilingual skills can open many doors. Popular options include:

a) Duolingo:

- Free, gamified language learning app

- Multiple languages available with interactive lessons

- Daily practice aur progress tracking features

b) Rosetta Stone:

- Immersive language learning method

- Speech recognition technology for pronunciation practice

- Both online aur offline learning options available

c) Babbel:

- Conversation-focused language courses

- Real-life scenarios aur cultural insights included

- Personalized review sessions for better retention

8. Artificial Intelligence and Machine Learning Courses:

AI aur ML future-proof skills hain. Consider these options:

a) Coursera's Machine Learning course taught by Andrew Ng:

- Renowned AI expert dwara teach kiya jata hai

- Comprehensive introduction to machine learning concepts

- Practical implementations aur case studies included

b) Fast.ai's Practical Deep Learning for Coders:

- Free, hands-on approach to deep learning

- Prioritize real-world application over theoretical understanding.

- PyTorch framework ka use karta hai

c) Google's Machine Learning Crash Course:

- Free, self-paced course by Google engineers

- TensorFlow framework par focus

- Real-world examples aur hands-on exercises

9. Cloud Computing Courses:

Cloud skills ki demand rapidly badh rahi hai. Yeh skill development courses list explore karein:

a) AWS Certified Solutions Architect:

- Amazon Web Services (AWS) ka official certification program

- Cloud architecture aur best practices sikhata hai

- An prestigious qualification within the IT industry

b) Microsoft Azure Fundamentals:

- An overview of Microsoft Azure services and cloud computing concepts

- Foundation for more advanced Azure certifications

- Online learning aur hands-on labs included

c) Google Cloud Platform Fundamentals:

- GCP services aur cloud computing concepts ka overview

- Hands-on labs for practical experience

- More advanced GCP certifications ke liye stepping stone

Conclusion:

Is extensive list of skill development courses list se, aap apne career goals ke hisaab se choose kar sakte hain. Yaad rakhein, continuous learning aur upskilling key hai long-term success ke liye. Apne interests, career aspirations, aur market demands ko dhyan mein rakhte hue courses choose karein.

Kuch important tips:

1. Research karein: Har course ke reviews, syllabus, aur outcomes carefully check karein.

2. Time management: Apne schedule ke according realistic goals set karein.

3. Practical application: Sirf theory nahi, practical skills par bhi focus karein.

4. Networking: Courses ke through industry professionals se connect karein.

5. Certifications: Relevant certifications achieve karke apne resume ko strengthen karein.

6. Continuous learning: Ek course complete karne ke baad bhi learning continue rakhein.

7. Interdisciplinary approach: Different fields ki skills combine karke unique value proposition create karein.

Yaad rakhein, skill development ek continuous journey hai aapke skill development course list mein. Start with one course, apply what you learn, and keep growing. All the best for your learning adventure!

[evolvehqwellness]

Group Training in Broome: Fitness and Community

Broome, a picturesque coastal town in Western Australia's Kimberley region, offers a vibrant fitness scene that caters to both locals and visitors. Among the various fitness options available, group training stands out as a popular and effective way to achieve fitness goals while enjoying the camaraderie and motivation of a group setting. Whether you're looking to lose weight, build strength, or improve your overall fitness, group training in Broome provides an engaging and supportive environment. This guide will explore the benefits of group training, the types of classes available, and tips for finding the right group training program in Broome.

Benefits of Group Training

Motivation and Accountability

One of the biggest advantages of group training is the motivation and accountability that comes from working out with others. The group dynamic encourages participants to push themselves harder and stay committed to their fitness goals. Having a scheduled class time also helps ensure consistency and regularity in your workout routine.

Social Interaction and Community

Group training provides an excellent opportunity to meet new people and build a sense of community. The social interaction and camaraderie that develop in group classes can make workouts more enjoyable and less intimidating, especially for those new to fitness.

Variety and Fun

Group training classes often incorporate a wide range of exercises and activities, keeping workouts varied and exciting. From high-intensity interval training (HIIT) to yoga, there's something for everyone. This variety helps prevent workout boredom and keeps participants engaged and challenged.

Expert Guidance

Group training sessions are typically led by experienced and certified instructors who provide professional guidance and support. They ensure that exercises are performed correctly and safely, reducing the risk of injury and maximizing the effectiveness of each workout.

Cost-Effective

Compared to one-on-one personal training, group training is often more affordable. This makes it an excellent option for those looking to receive professional instruction and motivation without the higher costs associated with private sessions.

Types of Group Training Classes in Broome

High-Intensity Interval Training (HIIT)

HIIT classes are designed to burn maximum calories in a short amount of time. These classes involve short bursts of intense exercise followed by brief periods of rest or lower-intensity exercise. HIIT is great for improving cardiovascular fitness, building strength, and boosting metabolism.

Boot Camp

Boot camp classes offer a challenging mix of cardiovascular, strength, and agility exercises. These classes often take place outdoors and may include activities like running, jumping, lifting, and bodyweight exercises. Boot camps are ideal for those looking for a comprehensive and intense workout.

Yoga and Pilates

For those seeking a low-impact workout that improves flexibility, balance, and core strength, yoga and Pilates classes are an excellent choice. These classes focus on controlled movements, breathing techniques, and mindfulness, providing both physical and mental benefits.

Spin Classes

Spin classes, or indoor cycling, are high-energy workouts that take place on stationary bikes. Led by motivating instructors, these classes focus on building cardiovascular endurance and lower body strength. The intensity can be adjusted to suit individual fitness levels, making it accessible for everyone.

Dance Fitness

Dance fitness classes, such as Zumba or Dance Aerobics, combine dance movements with aerobic exercise. These classes are fun and energetic, offering a full-body workout while improving coordination and cardiovascular health. Dance fitness is perfect for those who enjoy moving to music and want a lively workout experience.

Strength Training

Group strength training classes focus on building muscle and increasing strength using various equipment like dumbbells, barbells, and resistance bands. These classes are structured to target different muscle groups and often include a mix of compound and isolation exercises.

Finding the Right Group Training Program in Broome

Assess Your Fitness Goals

Before choosing a group training program, assess your fitness goals. Whether you want to lose weight, build muscle, improve flexibility, or enhance overall fitness, identifying your objectives will help you select the most suitable class.

Research Instructors and Facilities

Look for classes led by certified and experienced instructors. Check out local gyms, fitness centers, and wellness studios in Broome that offer group training. Reading reviews and testimonials can provide insight into the quality of instruction and overall experience.

Consider Class Schedules and Locations

Choose a program that fits your schedule and is conveniently located. Consistency is key to achieving fitness goals, so it's important to select classes that you can attend regularly.

Try Different Classes

Many fitness centers offer trial classes or short-term memberships. Take advantage of these opportunities to try different types of group training classes and find the ones that you enjoy the most and that best meet your fitness needs.

Look for Community and Support

A positive and supportive group environment can significantly enhance your workout experience. Look for classes that foster a sense of community and encourage mutual support among participants.

Conclusion

Group training in Broome offers an effective, enjoyable, and social way to achieve your fitness goals. With a wide variety of classes available, from high-intensity workouts to mindful practices like yoga, there's something for everyone. The motivation, accountability, and expert guidance provided by group training can help you stay committed and make significant progress on your fitness journey. Embrace the opportunity to get fit, make new friends, and become part of Broome's vibrant fitness community.

[lbtc]

The 8 Key Leadership Skills You Need to Know in 2023

In today's rapidly evolving business landscape, leadership skills play a critical role in driving success and fostering growth. As we enter 2023, the expectations for effective leadership have continued to evolve. To thrive in this dynamic environment, leaders must possess a unique set of skills that enable them to navigate challenges, inspire teams, and seize opportunities. In this article, we will explore the eight key leadership skills you need to know in 2023.

1. Adaptability and Agility:

Leaders must be adaptable and agile in the face of uncertainty and change. The ability to quickly assess situations, make informed decisions, and adjust strategies accordingly is crucial. In 2023, leaders who can embrace ambiguity, remain flexible, and guide their teams through unpredictable circumstances will be highly valued.

2. Emotional Intelligence:

Emotional intelligence (EQ) remains a fundamental leadership skill in 2023. Leaders with high EQ can understand and manage their own emotions, while empathizing with and motivating others. By fostering a positive and inclusive work environment, leaders can enhance team collaboration, innovation, and overall performance.

3. Digital Literacy:

In today's digital age, leaders must possess a solid understanding of technology and its impact on business operations. Digital literacy encompasses skills such as data analysis, cybersecurity, cloud computing, and emerging technologies like artificial intelligence and automation. Leaders who can harness these tools and effectively leverage digital resources will have a competitive edge.

4. Visionary Thinking:

In a rapidly changing world, leaders need to have a clear and inspiring vision for the future. They must be able to communicate this vision to their teams, aligning everyone towards a common goal. Visionary leaders can inspire creativity, drive innovation, and cultivate a sense of purpose among their employees.

5. Strategic Decision-Making:

Effective leaders in 2023 will possess strong strategic decision-making skills. They can analyze complex situations, evaluate multiple options, and make informed choices that align with the organization's goals. Leaders who can balance short-term demands with long-term vision and deliver results will drive sustainable success.

6. Cross-Cultural Competence:

With globalization and diverse workforces, leaders must be culturally competent and capable of working across borders. Understanding and appreciating different cultures, values, and perspectives is crucial for building inclusive teams and nurturing global partnerships. Leaders who can adapt to various cultural contexts will excel in an increasingly interconnected world.

7. Resilience and Well-being:

In today's fast-paced and demanding work environments, leaders must prioritize their own resilience and well-being. Resilient leaders can effectively manage stress, bounce back from setbacks, and inspire their teams to do the same. By fostering a culture of well-being, leaders can enhance productivity, engagement, and overall organizational success.

8. Continuous Learning:

Leadership is a journey of continuous learning and growth. In 2023, leaders must embrace a growth mindset and commit to ongoing self-improvement. Seeking new knowledge, acquiring new skills, and staying updated with industry trends are essential for remaining relevant and adaptable in an ever-changing business landscape.

Conclusion: As we step into 2023, the leadership skills required to succeed have evolved to meet the demands of the modern business world. Leaders who possess adaptability, emotional intelligence, digital literacy, visionary thinking, strategic decision-making, cross-cultural competence, resilience, and a commitment to continuous learning will be well-positioned to navigate challenges and seize opportunities. By honing these key skills through effective leadership and management training, leaders can inspire their teams, drive organizational growth, and shape a successful future.

[senwall]

Why Emotional Intelligence is Important at Work

Emotional intelligence (EQ) is important in many roles at work. In human resources, for example, high EQ is essential for conflict resolution and addressing employee emotions. It is also important in management and leadership roles, where high EQ is required for motivating employees, managing teams, and allocating tasks. However, even if you're not in this type of role, having high levels of EQ is an asset in any role.

Employees with a high emotional quotient are better able to handle conflict.

Studies have shown that employees with a high emotional quotient have better self-regulation and are better able to handle conflict in the workplace. These individuals are less likely to act out of emotion or to become hot-headed, allowing them to remain focused on productive discussions and a resolution to the conflict at hand.

High emotional quotient, employees are more likely to take responsibility for their mistakes and make appropriate decisions. This trait is important for a variety of reasons. People with high emotional quotients are more likely to accept mistakes and work to solve problems rather than waste time fighting with colleagues. They can also use their EQ skills to understand other people's emotions better and find ways to improve their relationships with them.

They are better able to resolve conflict.

Employees with higher EQ are better at resolving conflict in the workplace and managing their emotions. You can improve your employee's eq with emotional intallignce workshops or training. They can be more self-reliant and motivated, which helps them focus on long-term goals. They are more likely to ask for help when they need it, admit mistakes, and move on quickly. When a problem arises, a high-performing employee will speak up. Even empathetic bosses don't have time to guess what a person is feeling, so it's important to recognize when a person has a problem and to handle it as quickly as possible.

Emotional intelligence is essential in the workplace because it affects how you handle situations and interact with other people. When employees have high EQ, they are better able to resolve conflicts, handle frustration on difficult projects, and lead their teams to successful completion.

They are more creative.

Developing EQ is critical in the workplace. It helps people navigate the workplace, allowing for better collaboration, agility, and responsiveness. It can also help them to understand others better. When people have a high EQ, they tend to make better decisions and create more successful teams.

If employees believe they are working in an unusual setting, they are more likely to be creative. Examples of these environments include IDEO, whose workplace is filled with airplanes suspended from the ceiling, plastic beaded curtains for doors, and toys everywhere. Numerous psychological studies have suggested that the experience of unusual events is a crucial trigger for creativity.

They are more innovative.

High-EQ employees tend to embrace change and new ideas. They are also flexible, open-minded, and good at using emotion to solve problems. Additionally, they tend to take constructive criticism in stride and channel it positively. These qualities make it easier for high-EQ employees to adapt to change and implement innovative solutions.

High-EQ people are better at understanding their fellow workers and are better able to manage stress, uncertainty, and anxiety. They are also more likely to communicate effectively, which contributes to improved relationships, easier decision-making, and greater persuasion. This ability is a critical part of leadership in any organization.

They are more productive.

If you're in charge of hiring line managers, high EQ is an important skill to look for. This trait allows individuals to bond with their team and empathize with their struggles, which is key to a successful working environment. High-EQ employees also tend to build high-performing teams. Therefore, when you're recruiting for a new position, ask applicants to answer questions related to their self-awareness and relationships.

While IQ is typically used to assess intelligence, studies show that people with high EQ outperform their high-IQ counterparts. For example, a study conducted by UC Berkeley on PhDs over 40 years found that those with high EI outperformed their high-IQ counterparts by 400 percent. Having a high level of EQ will improve your performance in any role.

They are healthier

A high EQ employee has higher self-regulation, better motivation, and lower procrastination. They are also more focused on long-term goals. This helps them achieve their goals in a shorter amount of time. Furthermore, high-EQ employees are more adaptable and flexible and have fewer problems dealing with change.

People with high EQ can also understand others' feelings and respond more appropriately to different situations. This helps them build better relationships and positive company culture. Emotional intelligence also helps people communicate more effectively, and this is vital in a leadership role.

[those-little-sheep]

 I've seen several people say Chrissy Cunningham has horse girl energy, and as a life long, card carrying, currently professionally employed horse girl ...I kinda want to write the AU. Featuring thing such as...

The Cunninghams own a fancy fancy hunter-jumper barn, the kind full of high five to six figure show horses that winter in Florida. Chrissy's mom trains the hunters and equitation riders and her dad does the jumpers.

Chrissy as the Hunter/Big-Eq Princess. Hunters and Equitation are disciplines that have a not entirely undeserved reputation for being toxic af at the upper levels. Both are centered around a kinda subjective ideal of how a horse (hunters) and rider (equitation) should look/move. There are plenty of genuinely good riders in both disciplines, but there’s also a reputation of “the thinnest girl with the longest legs on the most expensive horse” ends up sweeping every class. I’ve heard plenty of horror stories of coaches being straight up verbally and emotionally abusive to their students, a lot of eating disorders, and (especially when male coaches are involved) SA is not unheard of either. So it seems like an environment rife for Chrissy to end up in a similar mental state as she does in canon. 

Jason the Jumper. Jumpers are a bit more rough and tumble, focusing less on perfection and style, and more on getting over the biggest jumps as fast as you damn can without knocking down any rails. Agility, power, and speed are the name of the game. Big jock energy. He’s a bit of a reactive prick when he rides though and is too heavy handed with his horses.

Wayne takes a job working as the general handyman on the Cunningham’s farm and Eddie and him move into the cabin on the property. They used to live in Indianapolis but Eddie crossed the wrong people in his drug dealing, so Wayne (who grew up in the country) quit his factory job to move them out to the farm in hopes of helping Eddie start over fresh. They move in during the winter when a lot of the horses are still down in Florida and he fucking hates it. There’s nothing to do, he doesn’t know shit about horses, they’re big and scary, and he has to muck stalls which he thinks sucks. 

Spring comes, the show horses and rides who have been gone in Florida come back, and he sees Chrissy for the first time. This itty bitty slip of a thing sailing around on a 17hh horse over three and a half foot jumps like it’s absolute nothing and he is entranced. Suddenly (and Wayne fucking knows) he’s asking to do more chores, spend more time around the barn, just so he can watch Chrissy ride...and in the process realizes Jason’s a dick (both to Chrissy and to his horses) and sees how brutal Chrissy’s mom can be to her during her lessons. He starts to really think this whole horse riding thing in general might be bullshit. 

It starts getting hot and Eddie does not know how to cope at first. Chrissy sees him about to die of heat exhaustion with his long ass hair and gives him her scrunchy to put his hair up in a man bun. He keeps it. Also a lot of sweaty Eddie in tank tops with tattoos on full display doing manual labor. 

Eddie has a motorcycle cause why not? Hell yeah Chrissy’s gonna ride behind him like a little back pack. 

Chrissy’s childhood pony colics (potentially deadly tummy ache for horses) and Eddie stays up with her all night taking turns walking the pony and offering it water, he lets her sleep and spends hours just going up and down the barn aisle with this damn pony. 

Eddie turns out to be a natural with horses on the ground once he starts warming up to them. He’s a naturally empathetic and sensitive dude, I could see him picking up on how to read horses’ body language and how to work with them pretty quickly. He’s able to calm down one of Jason’s upset, panicky horses when Jason’s temper is only making things worse, which pisses Jason off to no end. 

Chrissy teaches Eddie to ride. He eventually is...sufficiently competent. Maybe one day she gets him his own scruffy ass horse to ride around on the farm with her.  Chrissy starts enjoying riding for riding again without feeling all the pressure from her mom and competing. 

Eddie is really really into Chrissy wearing her riding clothes. Tight ass pants for the win. 

Eddie helps Chrissy change her discipline over to Jumpers. He sees how stifling the Hunter/Eq world is for Chrissy and encourages her to either quit or try something different. Her mom will flip if Chrissy tries to do something else, so Eddie helps her sneak around to practice for switching to the Jumpers and she eventually goes head to head with Jason.   

Chrissy has a nasty fall at a big horse show. Hurt/comfort feelings ensue. 

Chrissy starts teaching some beginner lessons. Eddie encourages her since he hasn’t died yet and she taught him, and turns out to be really good at it/enjoys working with the kids and helping them learn to love something she’s so passionate about. It helps her as she’s recovering from her fall.  

Eddie’s past catches up with him?

[advanceagility]

Agile and Emotional Intelligence

We heard the word ‘Emotional Intelligence’ a lot this recent year. It is also used in businesses now.

But how does it affect businesses?

What does it mean?

When it comes to the intelligence we always think of IQ- Intelligence Quotient. But now businesses are valuing emotional intelligence as it is a better indicator of a person's success in a career. We already know IQ is a score of a person’s reasoning ability derived from some set of tests. Whereas, emotional intelligence is the ability to understand, manage, identify and use emotions positively. An emotionally intelligent person knows how to handle stress, communicate effectively, overcome challenges, defuse conflict and emphasize with others.

With changing times organizations are focusing more on being agile. But while doing so they are more concentrated on making their processes agile but neglect to make their employees agile. But smart organizations know to make both agile. Emotional Intelligence is an important aspect of developing an agile workforce. With EQ training organizations can train employees to be more resilient, keen listeners, lifelong learners, clear and good communicators, proactive and collaborative.

Why Emotional Intelligence is Important in Agile?

Agile heavily depends on teamwork and more honest, transparent communication both within and outside the team with stakeholders and clients. Hence leaders and employees need to have better control over their emotions to handle any situation and provide the agile required qualities. It is difficult for leaders with less EQ to control their own emotions which will affect their everyday work creating issues in their leadership.

EQ is a skill and it can be developed. Emotional intelligence can be practiced and set in the person with the help of training and in many agile organizations training to boost the EQ of employees are a regular part of the work system. Let’s see ways to boost Emotional Intelligence in agile organizations or any other organizations.

Avoid Conflicts

Conflicts will never bring any positive solution to the discussion. Be aware of your trigger points and try to avoid them this will help in avoiding conflict and can save lots of effort later to normalize that situation. In some cases you will observe others causing conflict even after you are avoiding it then it is wise to leave the location for some time or calm them.

Learn to Cope with Failure

Many times failures cause us to lose our confidence in ourselves. But instead of thinking that we are permanently deficient we can identify the reason for our failure and learn to overcome them and do better. This will give us an ability to digest failure and improve ourselves for further situations making us better EQ people.

Be Responsible for Your Actions

An honest attempt to make things right is more welcomed by people than avoiding responsibility for your actions. It also creates a good image of yours. If you have hurt anyone’s feelings apologize directly without ignoring what you did. Before taking any action put yourself in other's shoes and see how it will affect them. Always examine your actions before taking them and be sure what you are doing is needed or not.

Manage Emotional Health

Good emotional health brings good spirit to our work and daily life boosting our confidence and energy to be active. When genuine interest is shown in others and pays attention to their words, actions, and responses you will observe a boost in your social life. Be alert to your emotional health and try to maintain it.

“Self-care is how you take your power back.”- Lalah Delia

Be Aware of your Words as well as Body Language

We are not aware of words and our expressions and how they impact others. Even not aware of what our body language is telling us. Impactful positive body language can be learned, ask any trusted team member to provide you immediate feedback after any event. This will help you soften your delivery and be aware of what your body language indicates to others.

Pre-Framing and Reviewing

To obtain exciting and meaningful learning pre-framing and reviewing are commonly used teaching techniques. In pre-framing teams discuss what needs to be done before starting the work. Doing so while working brain is already engaged. This method helps in understanding the difficulties that can be faced and hence gives chance to brainstorm solutions.

After completion of the product, reviewing is done by the team with a twist of explaining two things they learned about users. This helps in closing the gap between the user and the team.

Provide Meaningful and Worthwhile Feedback

Avoid giving false compliments and also be clear with your feedback. Hollow statements generally backfire and are never appreciated. Always try to add a description to comments at the end for adding value. This creates a better understanding of your comment and expectations creating a meaningful connection between the team and you.

These tips will help your team with success and help you have fun exploring your emotional intelligence.

About Advance Agility

We, at Advance Agility, are the new-age Agile Coaching, Consulting and IT services company. We enable end-to-end Digital Transformation. Agile execution is integral to our being. We are doing SAFe implementation with small, medium and large organization across the globe. Our vision is to be the leading Agile execution player globally. To keep adding value at every process stage. We are on a mission to empower our clients, move from concept to cash in the shortest sustainable lead time by adopting human centric approach to business agility. Embracing the change is in our DNA. Things that keep us apart are Quicker and Seamless execution with End-to-end gamut of services. Our Global presence and Stellar Track Record give us an edge over our competitor.

Connect with us at advanceagility.com to learn about SAFe and SAFe Implementation. We provide various SAFe certification courses along with DevOps, Scrum, Agile Coaching and more trainings. Write to us at contact@advanceagilty.com for any agile training or consulting needs. We are always looking for competent agile trainers as well. So if you are a good trainer or want to become one, do get in touch with us to that we can learn, grow and achieve together.

[chrisrobe96]

Iran - Iraq air war’s best aircraft

Iran’s F-14A Tomcat Vs Iraq’s Mirage F.1EQ

The Iran Iraq conflict in the air was a dangerous battlefield, and an interesting clash of different ideas on how air combat should be fought as Iranian and Iraqi aircrew were trained in very different ways but also a interesting clash of Soviet against American made aircraft and weapons. During the war one aircraft from each side stood out as the top tier fighters of their respective air forces which were:

the US-made Grumman F-14A Tomcat used by the IRIAF

By far the most powerful aircraft on the battlefield, the Tomcat was an advanced 4th generation fighter aircraft with an astonishing AN/AWG-9 weapon control system, powerful avionics and equipped with some superb weapons, most notably the Aim-54 long range missiles, and yet possess incredible manoeuvrability thanks to lessons learned from Vietnam despite its incredible size compared to other aircraft of the time. One of the most important reasons the Tomcats were so effective were the aircrews who had been trained in the US to top western standards, giving the pilots fantastic understanding of how to fight and react in the heat of combat and would go a long way when facing a enemy of much greater numbers. 80 aircraft had been ordered in 1974 and the first aircraft would be delivered in 1976 with a total of 79 aircraft in country by the time the revolution ended the contract. Apart from some small downgrades to a few of the avionics and the Phoenix missiles the aircraft were the most powerful fighters in the region at the time and remained effective even during the 80s.

The downsides to the IRIAF Tomcats were small numbers available at the start of the conflict (60 in 1981) and the numbers went down to about 20 aircraft due to combat losses and lack of available spares. The Tomcat was a highly sophisticated aircraft and needed complex parts and highly trained technicians to maintain, both were not really available to a cut-off Iran who had to rely on self-knowledge and the black market for parts. Also the US had kept the Iranians from understanding how the complicated avionics worked so when the US left, the Iranians had a hard time knowing how these parts could be fixed, only some time did they know how to fix these parts. And finally these Tomcats, being original A models were fitted with the troublesome Pratt & Witney TF30 engines and although they were the improved 414 model they still proved problematic, none other than 9 aircraft would be lost due to engine related issues, and each loss was painful as of course no replacement aircraft could be procured.

And on the Iraqi side there was the French-made Dassault Mirage F.1EQ-2

First ordered in 1977 and starting to arrive in Iraq in 1981 the Mirage F.1 was a big step up from the line of Soviet built aircraft used by the IrAF. Unlike the Soviet MiG 21 and 23 which were downgraded from Russian standards and were rather poorly equipped, the F.1 was very modern, brilliantly equipped and the aircraft could use a whole host of modern state of the art weapons and reconnaissance pods although for this comparison I’m focusing on the F.1EQ-2 interceptor variant. The EQ.2 used the Standard Thompson-CSF Cyrano IV Radar, a system capable of using three different modes and was compatible with what was arguably some of the best air-to-air weapons available such as the Mantra R550 Magic and the Super 530 missiles. The simple systems and the single engine made for a lightweight and easy aircraft to maintain and fly, and unlike the Iranians who were cut off, the Iraqis could acquire as many as it could afford and almost 100 were in the country by 1988/89. The aircraft certainly made its mark and gave the timid IrAF pilots a new level of confidence when facing more advanced Iranian aircraft.

The downsides to this aircraft were mainly the lack of availability, most of the fighting during the war was done with the older and far less capable MiGs and Sukhois already in inventory as delays in the development and production, meaning the F.1s would be slow to arrive and not in any substantial numbers until later on. Also Iraqi requests for a heavier payload capacity slowed down the deliveries of the aircraft. Also a big issue was Pilot training, unlike the Iranians who had been trained to high standards by the Americans, the Iraqis had been trained to rather sub-standard soviet doctrine built around the idea of a IADS system, but the pilots received very little air-combat training, and often had to learn its own methods or those of its Arab neighbours. Along with the new F.1s the French also trained the Pilots to much better standard, there were even air-combat courses made available by Dassult in France and a number of Iraqi pilots took these to acquire much needed skills and although some of these became brilliant pilots, they were too few in number and Iranian aircrews would always have an edge in terms of pilot capabilities compared to average Iraqi drivers.

Overall the F-14As shot down an estimated 30 F.1EQs compared to about 6 Tomcats downed by the Mirages (the F-14s would end the war with a tally of 160-20 and the F.1EQs with 35-30). In my opinion the F-14A was the better aircraft in a number of ways. The main one being the Tomcat’s strongest trait: it’s AWG-9 weapon control system which possessed far greater range than the simple Thompson-CSF system in the F.1 and the AWG-9 was largely immune to jamming, even by some of the more powerful systems employed by the Soviets and Iraqis. With this the Tomcats could control the battlefield, choosing when to engage and the Tomcat could engage long before the Mirage thanks to its main weapon: the Aim-54A Phoenix with its long range capabilities could knock out Iraqi aircraft before they could even come close to weapon range themselves.

If the fighting got into visual range and into a true dogfight a number of factors would come into play, the F-14A posses fantastic low-speed agility especially at lower altitudes, but a Tomcat crew would have to be very careful of the notorious compressor stall issue with the TF30s but also the Mirage F.1s are a much smaller aircraft and use a single engine which is a good trait in combat but also have no worry about the stall issue. Pilot skill would play a big part here and the F-14s crew were still better in skill but F.1 pilots were better trained than previous MiG pilots so it would even the score and finally at this sort of range some good weapons are needed. The Mantra R530F Super was a far superior medium range missile to the older Aim-7E-4 Sparrow which hadn’t changed much since the 70s and for close range work both the Aim-9P and the Mantra 550 Magic Mk1/2 were relatively even in terms of capabilities.

Both air forces used different tactics to employ their aircraft effectively, the Iranians typically used the US combat spread technique and often engaged first with the large Phoenix missile and long range at about 50 miles and the poorly equipped Iraqi aircraft would often be shot down before they knew what hit them and fled the first chance they got. The Iraqis developed a combat method known as “Giraffing” in which aircraft would approach at very low level then climb under the Tomcats to pounce them from an unexpected angle and this resulted in a number of Tomcats shot down, 4 were shot down in a few days in November 1981 which gave a boost the the Iraqi pilots to take of the seemingly invincible F-14s.

And yet despite this the Iranian Tomcats remained the dominant fighter of the war, a combination of a fantastic aircraft and brilliantly trained aircrew put them ahead of the Iraqis even with the advanced F.1s, only the lack of aircraft and parts prevented them from ever fully establishing air superiority over the hostile skies of the conflict. The tomcats ended the war a clear winner but were low in numbers when the conflict ended whilst the Iraqi F.1s would earn a reputation as a effective multi-role aircraft, being used in the air interception role, ground attack role and anti-shipping role.

Today the IRIAF Tomcats soldier on, with an estimated 20-40 aircraft still in service

Whilst unfortunately the 1991 Gulf war and the 2003 invasion of Iraq led to the complete end to the IrAF with most of its Mirage F.1EQs destroyed or grounded due to lack of parts

Ironically a number of Iraqi F.1EQs fled to Iran before the start of the 1991 Gulf war and these were seized by the Iranians as compensation for the conflict they started. These still fly with the IRIAF alongside the very F-14s they once challenged.

[burkesguidetodnd]

Rogue

Rogues rely on skill, stealth, and their foes’ vulnerabilities to get the upper hand in any situation. They have a knack for finding the solution to just about any problem, demonstrating a resourcefulness and versatility that is the cornerstone of any successful adventuring party.

Rogues devote as much effort to mastering the use of a variety of skills as they do to perfecting their combat abilities, giving them a broad expertise that few other characters can match. Many rogues focus on stealth and deception, while others refine the skills that help them in a dungeon environment, such as climbing, finding and disarming traps, and opening locks. When it comes to combat, rogues prioritize cunning over brute strength. A rogue would rather make one precise strike, placing it exactly where the attack will hurt the target most, than wear an opponent down with a barrage of attacks. Rogues have an almost supernatural knack for avoiding danger, and a few learn magical tricks to supplement their other abilities.

Every town and city has its share of rogues. Most of them live up to the worst stereotypes of the class, making a living as burglars, assassins, cutpurses, and con artists. Often, these scoundrels are organized into thieves’ guilds or crime families. Plenty of rogues operate independently, but even they sometimes recruit apprentices to help them in their scams and heists. A few rogues make an honest living as locksmiths, investigators, or exterminators, which can be a dangerous job in a world where dire rats—and wererats—haunt the sewers. As adventurers, rogues fall on both sides of the law. Some are hardened criminals who decide to seek their fortune in treasure hoards, while others take up a life of adventure to escape from the law. Some have learned and perfected their skills with the explicit purpose of infiltrating ancient ruins and hidden crypts in search of treasure.

As you create your rogue character, consider the character’s relationship to the law. Do you have a criminal past—or present? Are you on the run from the law or from an angry thieves’ guild master? Or did you leave your guild in search of bigger risks and bigger rewards? Is it greed that drives you in your adventures, or some other desire or ideal? What was the trigger that led you away from your previous life? Did a great con or heist gone terribly wrong cause you to re-evaluate your career? Maybe you were lucky and a successful robbery gave you the coin you needed to escape the squalor of your life. Did wanderlust finally call you away from your home? Perhaps you suddenly found yourself cut off from your family or your mentor, and you had to find a new means of support. Or maybe you made a new friend—another member of your adventuring party—who showed you new possibilities for earning a living and employing your particular talents.

HIT POINTS: 1d8 Per Rogue Level

HIT POINTS AT 1st LEVEL: 1d8 + CON

PROFICIENCIES

ARMOUR: Light armour.

WEAPONS: Simple weapons, Hand crossbows, Longswords, Rapiers, Shortswords

TOOLS: Thieve’s tools

SAVING THROWS: Dexterity, Intelligence

SKILLS: Acrobatics, Athletics, Deception, Insight, Intimidation, Investigation, Perception, Performance, Persuasion, Sleight of Hand, and Stealth (Choose 4)

STARTING EQUIPMENT

1. A rapier OR A shortsword

2. A shortbow and quiver of 20 arrows OR A shortsword

3. A burglar’s pack OR A dungeoneer’s pack OR An explorer’s pack

4. Leather armour AND Two daggers AND Thieve’s tools

EXPERTISE

At 1st level, choose two of your skill proficiencies, or one of your skill proficiencies and your proficiency with thieves’ tools. Your proficiency bonus is doubled for any ability check you make that uses either of the chosen proficiencies. At 6th level, you can choose two more of your proficiencies (in skills or with thieves’ tools) to gain this benefit.

SNEAK ATTACK

Beginning at 1st level, you know how to strike subtly and exploit a foe’s distraction. Once per turn, you can deal an extra 1d6 damage to one creature you hit with an attack if you have advantage on the attack roll. The attack must use a finesse or a ranged weapon. You don’t need advantage on the attack roll if another enemy of the target is within 5 feet of it, that enemy isn’t incapacitated, and you don’t have disadvantage on the attack roll. The amount of the extra damage increases as you gain levels in this class, as shown in the Sneak Attack column of the Rogue table.

THIEVES’ CANT

During your rogue training you learned thieves’ cant, a secret mix of dialect, jargon, and code that allows you to hide messages in seemingly normal conversation. Only another creature that knows thieves’ cant understands such messages. It takes four times longer to convey such a message than it does to speak the same idea plainly. In addition, you understand a set of secret signs and symbols used to convey short, simple messages, such as whether an area is dangerous or the territory of a thieves’ guild, whether loot is nearby, or whether the people in an area are easy marks or will provide a safe house for thieves on the run.

CUNNING ACTION

Starting at 2nd level, your quick thinking and agility allow you to move and act quickly. You can take a bonus action on each of your turns in combat. This action can be used only to take the Dash, Disengage, or Hide action.

ROGUISH ARCHETYPE

At 3rd level, you choose an archetype that you emulate in the exercise of your rogue abilities: Thief, detailed at the end of the class description, or one from another source. Your archetype choice grants you features at 3rd level and then again at 9th, 13th, and 17th level.

ABILITY SCORE IMPROVEMENT

When you reach 4th level, and again at 8th, 10th, 12th, 16th, and 19th level, you can increase one ability score of your choice by 2, or you can increase two ability scores of your choice by 1. As normal, you can’t increase an ability score above 20 using this feature.

UNCANNY DODGE

Starting at 5th level, when an attacker that you can see hits you with an attack, you can use your reaction to halve the attack’s damage against you.

EXPERTISE

At 6th level, choose two more of your skill proficiencies, or one more of your skill proficiencies and your proficiency with thieves’ tools. Your proficiency bonus is doubled for any ability check you make that uses either of the chosen proficiencies.

EVASION

Beginning at 7th level, you can nimbly dodge out of the way of certain area effects, such as an ancient red dragon’s fiery breath or an ice storm spell. When you are subjected to an effect that allows you to make a Dexterity saving throw to take only half damage, you instead take no damage if you succeed on the saving throw, and only half damage if you fail.

RELIABLE TALENT

By 11th level, you have refined your chosen skills until they approach perfection. Whenever you make an ability check that lets you add your proficiency bonus, you can treat a d20 roll of 9 or lower as a 10.

BLINDSENSE

Starting at 14th level, if you are able to hear, you are aware of the location of any hidden or invisible creature within 10 feet of you.

SLIPPERY MIND

By 15th level, you have acquired greater mental strength. You gain proficiency in Wisdom saving throws.

ELUSIVE

Beginning at 18th level, you are so evasive that attackers rarely gain the upper hand against you. No attack roll has advantage against you while you aren’t incapacitated.

STROKE OF LUCK

At 20th level, you have an uncanny knack for succeeding when you need to. If your attack misses a target within range, you can turn the miss into a hit. Alternatively, if you fail an ability check, you can treat the d20 roll as a 20. Once you use this feature, you can’t use it again until you finish a short or long rest.

ROGUISH ARCHETYPES

Rogues have many features in common, including their emphasis on perfecting their skills, their precise and deadly approach to combat, and their increasingly quick reflexes. But different rogues steer those talents in varying directions, embodied by the rogue archetypes. Your choice of archetype is a reflection of your focus—not necessarily an indication of your chosen profession, but a description of your preferred techniques.

SOULKNIFE

A Soulknife possesses powerful psionic potential. They channel this reservoir of inner magic into tangible blades of psychic energy, striking at their victims’ minds. They find easy employment as members of thieves’ guilds, being particularly sought after as assassins, since their signature psychic blades leave behind no visible wounds. As a Soulknife, your psionic abilities might have haunted you since you were a child, only revealing their potential when your psychic knives first appeared. Or you might have sought out a reclusive order of psionic assassins and spent years learning how to manifest your deadly blades.

3rd LEVEL – PSYCHIC BLADE

As a bonus action, you can create a magical blade of shimmering psychic power from one or both of your hands. While one of your hands is manifesting a blade, you can’t hold anything in that hand. You can dismiss one or both blades at any time (no action required), and they disappear if you’re incapacitated. The blade is a simple melee weapon with the finesse, light, and thrown properties. It has a normal range of 30 feet and a long range of 60 feet, and it deals 1d6 psychic damage on a hit. If you throw the blade as part of an attack, it vanishes immediately after it hits or misses its target. The blade otherwise disappears the instant it leaves your hand.

3rd LEVEL – PSIONIC ENHANCEMENT

You can focus your psionic power to give yourself an extraordinary ability. When you finish a long rest, you gain one of the following benefits of your choice, which lasts until you finish a long rest:

Telepathy

You can communicate telepathically with any creature you can see within 30 feet of you. If a creature can speak at least one language, it can respond to you telepathically.

Toughness

Your hit point maximum and your current hit points increase by an amount equal to your Intelligence modifier plus your rogue level.

Walking Speed

Increase your walking speed by 5 feet.

9th LEVEL – TERRIFYING BLADE

Your psychic blades can now stoke terror within a target: When you damage a creature with your Psychic Blade, you can force the target to make a Wisdom saving throw (DC equal to 8 + your proficiency bonus + your Intelligence modifier). On a failed save, the creature is frightened of you until the start of your next turn. On a successful save, the creature isn’t frightened and is immune to your Terrifying Blade for 24 hours.

13th LEVEL – PSYCHIC VEIL

You can weave a veil of psionic static to mask your physical presence. As an action, you can magically become invisible, along with anything you are wearing or carrying, for 10 minutes. This invisibility ends if you make an attack or if you force a creature to make a saving throw. You can use this feature a number of times equal to your Intelligence modifier (minimum of once), and you regain all expended uses when you finish a long rest.

17th LEVEL – REND MIND

You can sweep your Psychic Blade directly through a creature’s mind. As an action while you have at least one Psychic Blade manifested, you can force a creature you can see within 30 feet of you to make an Intelligence saving throw (DC equal to 10 + your proficiency bonus + your Intelligence modifier). If you are hidden from the target, it has disadvantage on the save. On a failed save, the target takes 12d6 psychic damage, and it is stunned until the start of your next turn. On a successful save, the target takes half as much damage and isn’t stunned. One of your Psychic Blades vanishes after using this feature. You can use this feature a number of times equal to your Intelligence modifier (minimum of once), and you regain all expended uses when you finish a long rest.

THE REVIVED

You’ve had a soul-shaking realization: you’ve been dead before, yet somehow you are alive again. This life isn’t your first; it might not even be your second. Your past life, or lives, are unclear to you, but you know that you passed through the gates of death. And the powers of death, or some other influence, wasn’t done with you. You might have convinced a deity to let you return to the Material Plane, perhaps you signed a deal with a fiend, or maybe you used an artefact that revived you. Whatever force brought you back, you now know the truth about yourself: that you are one of death’s representatives among the living.

3rd LEVEL – TOKENS OF PAST LIVES

You remember talents you had in your previous life. When you finish a long rest, you gain one skill or tool proficiency of your choice. You can replace this proficiency with another when you finish a long rest.

3rd LEVEL – REVIVED NATURE

Your newfound connection to death gives you the following benefits:

You have advantage on saving throws against disease and being poisoned, and you have resistance to poison damage.

You don’t need to eat, drink, or breathe.

You don’t need to sleep. When you take a long rest, you must spend at least four hours in an inactive, motionless state, rather than sleeping. In this state, you remain semi-conscious, and you can hear as normal.

3rd LEVEL – BOLTS FROM THE GRAVE

You have learned to unleash bolts of necrotic energy from within your revived body. Immediately after you use your Cunning Action, you can make a ranged spell attack against a creature within 30 feet of you, provided you haven’t used your Sneak Attack this turn. You are proficient with it, and you add your Dexterity modifier to its attack and damage rolls. A creature hit by this attack takes necrotic damage equal to your Sneak Attack. This uses your Sneak Attack for the turn.

9th LEVEL – CONNECT WITH THE DEAD

You can create a link with a spirit through their corpse. When you do so, you cast the speak with dead spell, without using a spell slot or material components. Intelligence is your spellcasting ability for this spell. Speaking with the dead in this way temporarily gives you a capability from a past life—you’re unsure whether it’s from your past or the spirit’s. When the spell ends, you gain one random benefit from the Revived Capabilities table. The benefit lasts until you finish a short or long rest.

13th LEVEL – AUDIENCE WITH DEATH

When at death’s door, you can converse with the powers of death. You have advantage on death saving throws, and whenever you make a death saving throw, your spirit can ask an entity of death a question that can be answered with “yes,” “no,” or “unknown.” The entity answers truthfully, using the knowledge of all those who have died. In addition, whenever you have 0 hit points and are healed or stabilized, you can change any of your personal characteristics: personality trait, ideal, bond, or flaw.

17th LEVEL – ETHEREAL JAUNT

Like a ghost, you have the ability to slip in and out of the Ethereal Plane. You can now use your Cunning Action to teleport to an unoccupied space within 30 feet of you. You don’t need to see that space to teleport to it, but your teleportation fails, wasting your bonus action, if you attempt to teleport through magical force that is Medium or larger, such as a wall of force. If you appear in a space occupied by another creature or filled by an object, you are immediately shunted to the nearest unoccupied space that you can occupy and take force damage equal to twice the number of feet you are shunted.

THIEF

You hone your skills in the larcenous arts. Burglars, bandits, cutpurses, and other criminals typically follow this archetype, but so do rogues who prefer to think of themselves as professional treasure seekers, explorers, delvers, and investigators. In addition to improving your agility and stealth, you learn skills useful for delving into ancient ruins, reading unfamiliar languages, and using magic items you normally couldn’t employ.

3rd LEVEL – FAST HANDS

You can use the bonus action granted by your Cunning Action to make a Dexterity (Sleight of Hand) check, use your thieves’ tools to disarm a trap or open a lock, or take the Use an Object action.

3rd LEVEL – SECOND-STORY WORK

When you choose this archetype, you gain the ability to climb faster than normal; climbing no longer costs you extra movement. In addition, when you make a running jump, the distance you cover increases by a number of feet equal to your Dexterity modifier.

9th LEVEL – SUPREME SNEAK

You have advantage on a Dexterity (Stealth) check if you move no more than half your speed on the same turn.

13th LEVEL – USE MAGIC DEVICE

You have learned enough about the workings of magic that you can improvise the use of items even when they are not intended for you. You ignore all class, race, and level requirements on the use of magic items.

17th LEVEL – THIEF’S REFLEXES

You have become adept at laying ambushes and quickly escaping danger. You can take two turns during the first round of any combat. You take your first turn at your normal initiative and your second turn at your initiative minus 10. You can’t use this feature when you are surprised.

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7 Challenges That L&D Managers Will Need to Overcome in 2021

2020 (continuing into 2021) has been a transformative year in the history of corporate learning. In fact, “As of 2020, mobile e-learning had grown by $38 billion. From 2017 to 2022, there is an expected upward trajectory of $6 billion”. Yes, the rapid digitisation of learning and development, aka L&D, is now one of the areas that demand maximum priority in your annual calendar. Therefore, this means that L&D managers must be aware of the latest trends in online training. Only then they will be able to recognise the challenges associated with deploying eLearning in their organisations. To help you out, here is a rundown of the top L&D challenges that the management will need to overcome in 2021.

7 L&D Challenges That L&D Managers Need to Look Out For in 2021

1.Swift Up skilling and Re skilling

With the rapid shift to remote, work-from-home options, the need to reskill employees has seen a sudden rise — to adjust to the new normal. Newer solutions, products and processes are evolving. Moreover, the workforces are now spread out in varied destinations and speak multiple languages. So, what is the way out? Previously, L&D leaders used to plan to address skill gaps in advance. However, now, they are time-strapped and must resolve disparities in talents super-fast. They require to create new learning sessions at a swift pace. The luxury of time is ZERO.

Hence, the only approach is agility. One of the foremost L&D challenges is that currently, managers cannot afford to rely only on preemptive planning. Agile learning methodologies, which focus on speed, flexibility, and collaboration, are the future of L&D. It will allow the management to timely resolve skill gaps and ensure that there are no obstacles in achieving business goals.

2. Performance-oriented Training

Learning without any tangible output does not hold any meaning. Another of the L&D challenges faced by Chief Learning Officers is to prove to the management that the e learning management system methodology they choose can produce measurable results. Corporate training must boost business performance and not be something that merely reskills employees with zero outcomes. Therefore, we expect to witness a gradual increase in the number of transformer CLOs. Why? Because, the top management will view talent refurbishing with scrutiny to positively impact your end organisational goals. Hence, one requires to design L&D programs based on boosting employee performance apart from skills.

3. Learning as a Part of Continuous Organisational Culture

Training on the job will become part and parcel of the organisational culture. L&D teams need to embed learning into the backbone of companies — as an inevitable part of everyday tasks. Only then employees will be able to develop the applicable skills. No. You cannot schedule one day for learning lessons anymore! L&D needs to become an everyday activity where it can actively engage the entire workforce. They must put in efforts to find the required answers and gather knowledge to solve workplace problems.

4. Integration of Virtual and Digital Learning Methodologies

Proactive action is always better than reaction. When the world faced the first wave of the pandemic, several organisations resorted to reactive measures to combat the catastrophe—the migration from classroom training to online models rapidly under an external force. The transformation to digital has been fast in all areas, but the progression in L&D has been faster. So, what are the significant L&D challenges here? Well, for instance, now leaders have understood what works and what does not in this situation. For example, we know that regular Zoom sessions can become tiresome. Hence, only virtual classrooms are not the solution.

The best solution is a merger of virtual and digital learning methodologies. Keeping a good balance between the two will feature high on the business priority list in 2021. This must be supported with the learners’ need for social collaboration and value addition.

5. Data-driven Learning

One of the major L&D challenges/ trends in 2021 is the mainstream adoption of data in corporate learning design. Yes, this will become the go-to approach for companies in the next couple of years. Learning modules will need to be created while keeping in mind both organisational and employee benefits. Data-driven insights will drive corporate training to be a part of the company-wide culture instead of serving only as stand-alone sessions. This will be accentuated with active engagement and tapping into tacit organisational knowledge. The end result? A continual cycle of learning success that one can iterate as many times as possible.

6. Bite-sized Microlearning  

Micro-learning will become an everyday practice in 2021 — thanks to the learning habits of the modern generation, which is geared toward consuming information in bites. Microlearning will be targeted at disseminating the required skills that are aligned with the organisation’s key expectations in small learning units. Playablo‘s learning management system chunks are packed with just the necessary amount of knowledge to help learners achieve a goal. This approach additional allows learners to relearn a subject several times. They can know about multiple technologies and domains — rendering them apt to solve any contemporary problem. Companies are also pushing learning so that it is much more accessible to the employees, across the different channels and devices.

7. Increased EQ  

Currently, people are not only working from home but also learning from the comforts of their living rooms. Therefore, the entire concept of maintaining a work-life balance has taken a completely different turn. Yes, there is flexibility but it is difficult to decide when the workday ends and personal time begins. This is where relevant soft skills make an entry to help employees balance professional and personal times. Hence, one of the L&D challenges is to introduce sessions that address the growing need for empathy and emotional intelligence (EQ), especially in senior roles.

Conclusion

In 2021 and beyond, L&D will become an inevitable, integral, and strategic part of organisational policies — aligned more with company-wide priorities and business operations. Furthermore, the L&D team will be a driving force in developing self-paced learning programs that encourage knowledge sharing in the company. Beyond multiple technologies and domains, corporate training has to become a part of the organisational culture that is interconnected to the big picture. If you want further information on how to cope up with these emerging L&D trends, our experts at Playablo are here to help you out!

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[scottsmithus]

Sr. Director, Talent Management

Opportunity, Straight-Up Careers that bring people together.

Apply Now

Sr. Director, Talent Management

Job ID MIR00001353 Date posted 11/09/2019 Description Overview The Senior Director, Talent Management partners with senior business leaders and HRVPs to understand the business strategy, identifies talent needed to accomplish strategy, and ensures the right talent to fill those needs at the top of the organization. Maintains effective programs for retention, promotion, and succession planning for the talent. Leads the design, development, implementation, and ongoing management of Talent Management ™ programs such as Succession Management, Performance Management, Career Management, Competency Management, Assessments and mentoring. Uses data-driven focus that sets priorities for improvements aligned to ongoing strategic imperatives. Conducts new leader assimilation workshops with key executives across the organization. Duties and Responsibilities

Lead the design, development, implementation, and enhancement of Talent Management processes and programs

Design effective talent cultivation strategies with a focus on development, engagement and retention of Director level and above top talent

Connect with VP and above top talent, and respective managers to monitor and positively impact development progress, level of engagement, and retention risk Build and maintain strong, trusted relationships with senior business leaders, HRVPs, and COE Leads to fully understand the business and provide meaningful developmental recommendations for top talent and on point internal talent recommendations for senior leader roles

Provide oversight, direction, and coaching to direct reports to foster a spirit of teamwork, continuous improvement (programs and individual development), inclusion, and healthy conflict resolution to enable each employee and the department to succeed

Serve as the internal Subject Matter Expert regarding talent management best practices as well as current trends and innovative new tools and methods

Manage a scorecard that provides indicators of strength and depth of talent pipeline/bench, measures return on development investment, and tracks movement against strategic talent needs

Provide leadership for continuous improvement of designated talent management programs and initiatives

Partner with HRVPs, HRBPs, and business leads to drive the execution of the TM strategy for the respective regions that aligns and integrates with the business objectives, company values, and culture

Provide guidance and subject matter expertise to collaboratively implement solutions and build stakeholder knowledge, skills and abilities in the following areas: Succession Management, Assessment/Selection, Gap Analysis and Solutioning, Development and Career Planning

Assess and analyze TM needs/trends in respective regions/functions and recommend solutions, resources, initiatives, and/or methods to fill the gap

Perform other job-related duties as assigned

Qualifications Minimum Qualifications

Bachelor’s Degree plus 10 years of experience; or an equivalent combination of education and experience

Five years of experience managing exempt level employees

Proven consulting experience in working with executives and senior leaders

Demonstrated knowledge of designing and implementing organization-wide talent management processes and programs including talent reviews, calibrations, succession planning, development framework, performance management, and career management

Experience in a fast-paced growth oriented business

Must be a strategic thinker with confidence and speed in execution

Interpersonal and presentation skills necessary to effectively communicate, update, persuade, and/or facilitate discussions with all levels of management

Ability to manage multiple projects/priorities on tight deadlines and maintain a high level of quality output

Strong analytical, leadership, and verbal/written communication skills

Demonstrated knowledge of coaching concepts and methods to encourage, motivate, and guide individuals or teams in learning and improving the effectiveness

Strong customer focus to effectively and quickly build relationships with senior business leaders and establish trust, respect, and confidence

Ability to use, administer, and debrief career tools, psychological instruments, and multi-source assessments

Strong interpersonal skills and can relate well to a variety of levels in the organization

Ability to Travel: domestically, up to 50%

Preferred Qualifications

Master’s Degree in Business, Leadership Development, Organizational Development, Human Resources, Organization Psychology or equivalent

Demonstrated knowledge of 360, learning agility, EQ, and other assessment tools

In-depth experience in SuccessFactors

Remains flexible in a demanding work environment and adapt to rapidly changing priorities

Ability to develop creative solutions and drive effective organizational change

Physical Demands

Physical demands include a considerable amount of time sitting and typing/keyboarding, using a computer (e.g., keyboard, mouse, and monitor) or adding machine

Physical demands with activity or condition may occasionally include walking, bending, reaching, standing, and stooping

May require occasional lifting/lowering, pushing, carrying, or pulling up to 20lbs

Job : Human Resources Primary Location : United States-Florida-Miramar Shift : Day Shift

Southern Glazer’s Wine and Spirits provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Apply Now Apply Later

Learn about the women’s conference hosted by the Pacific Northwest of CHEERS to Women in Wine & Spirits Business Resource Group

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source https://www.jobsinmiramar.com/upper-management/sr-director-talent-management-8a2a7b/ source https://jobsinmiramar.tumblr.com/post/190417646924

[jobsinmiramar]

Sr. Director, Talent Management

Opportunity, Straight-Up Careers that bring people together.

Apply Now

Sr. Director, Talent Management

Job ID MIR00001353 Date posted 11/09/2019 Description Overview The Senior Director, Talent Management partners with senior business leaders and HRVPs to understand the business strategy, identifies talent needed to accomplish strategy, and ensures the right talent to fill those needs at the top of the organization. Maintains effective programs for retention, promotion, and succession planning for the talent. Leads the design, development, implementation, and ongoing management of Talent Management (TM) programs such as Succession Management, Performance Management, Career Management, Competency Management, Assessments and mentoring. Uses data-driven focus that sets priorities for improvements aligned to ongoing strategic imperatives. Conducts new leader assimilation workshops with key executives across the organization. Duties and Responsibilities

Lead the design, development, implementation, and enhancement of Talent Management processes and programs

Design effective talent cultivation strategies with a focus on development, engagement and retention of Director level and above top talent

Connect with VP and above top talent, and respective managers to monitor and positively impact development progress, level of engagement, and retention risk Build and maintain strong, trusted relationships with senior business leaders, HRVPs, and COE Leads to fully understand the business and provide meaningful developmental recommendations for top talent and on point internal talent recommendations for senior leader roles

Provide oversight, direction, and coaching to direct reports to foster a spirit of teamwork, continuous improvement (programs and individual development), inclusion, and healthy conflict resolution to enable each employee and the department to succeed

Serve as the internal Subject Matter Expert regarding talent management best practices as well as current trends and innovative new tools and methods

Manage a scorecard that provides indicators of strength and depth of talent pipeline/bench, measures return on development investment, and tracks movement against strategic talent needs

Provide leadership for continuous improvement of designated talent management programs and initiatives

Partner with HRVPs, HRBPs, and business leads to drive the execution of the TM strategy for the respective regions that aligns and integrates with the business objectives, company values, and culture

Provide guidance and subject matter expertise to collaboratively implement solutions and build stakeholder knowledge, skills and abilities in the following areas: Succession Management, Assessment/Selection, Gap Analysis and Solutioning, Development and Career Planning

Assess and analyze TM needs/trends in respective regions/functions and recommend solutions, resources, initiatives, and/or methods to fill the gap

Perform other job-related duties as assigned

Qualifications Minimum Qualifications

Bachelor’s Degree plus 10 years of experience; or an equivalent combination of education and experience

Five years of experience managing exempt level employees

Proven consulting experience in working with executives and senior leaders

Demonstrated knowledge of designing and implementing organization-wide talent management processes and programs including talent reviews, calibrations, succession planning, development framework, performance management, and career management

Experience in a fast-paced growth oriented business

Must be a strategic thinker with confidence and speed in execution

Interpersonal and presentation skills necessary to effectively communicate, update, persuade, and/or facilitate discussions with all levels of management

Ability to manage multiple projects/priorities on tight deadlines and maintain a high level of quality output

Strong analytical, leadership, and verbal/written communication skills

Demonstrated knowledge of coaching concepts and methods to encourage, motivate, and guide individuals or teams in learning and improving the effectiveness

Strong customer focus to effectively and quickly build relationships with senior business leaders and establish trust, respect, and confidence

Ability to use, administer, and debrief career tools, psychological instruments, and multi-source assessments

Strong interpersonal skills and can relate well to a variety of levels in the organization

Ability to Travel: domestically, up to 50%

Preferred Qualifications

Master’s Degree in Business, Leadership Development, Organizational Development, Human Resources, Organization Psychology or equivalent

Demonstrated knowledge of 360, learning agility, EQ, and other assessment tools

In-depth experience in SuccessFactors

Remains flexible in a demanding work environment and adapt to rapidly changing priorities

Ability to develop creative solutions and drive effective organizational change

Physical Demands

Physical demands include a considerable amount of time sitting and typing/keyboarding, using a computer (e.g., keyboard, mouse, and monitor) or adding machine

Physical demands with activity or condition may occasionally include walking, bending, reaching, standing, and stooping

May require occasional lifting/lowering, pushing, carrying, or pulling up to 20lbs

Job : Human Resources Primary Location : United States-Florida-Miramar Shift : Day Shift

Southern Glazer’s Wine and Spirits provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Apply Now Apply Later

Learn about the women’s conference hosted by the Pacific Northwest of CHEERS to Women in Wine & Spirits Business Resource Group

We give our employees the best support for their work and life

Have an HR comment, question, or need more information about career opportunities at Southern Glazer’s Wine & Spirits? Click here .

Job Matching

Let us connect you with jobs that match your LinkedIn profile.

Careers at Southern Glazer’s Wine & Spirits: Uncork Opportunity

Sign up for our job alerts. We’ll let you know when there is a post that suits your tastes.

source https://www.jobsinmiramar.com/upper-management/sr-director-talent-management-8a2a7b/

[amindcypress-blog]

Project Management Professional |PMP Exam fees

The project management has come far ahead and even long run with the changing scenario of the time. The working scenario has been completely transformed from the use pen to latest methodology and technologies. The use of sophisticated software is enabling managers to handle the projects easily. Not only the working software is changing with the changes in time but even the expectations and business practices have undergone drastic changes. All the old methodology and outdated tools are kept beside. pmp exam Here is the emergence of new trends that business is witnessing over a short duration of time.

Adoption of The Collaboration Tools In Widespread:

There exists no confusion regarding the results increment after the collaboration. All the project management that are ancient or conventional is widely replaced by the collaboration software like the Jive, Slack and yammer. All the mangers associated with the projects needs to use their skills and expertise in changing the management for adopting the platform of the collaborations. In fact, many of the business intelligence specialist of the organizations are completely focusing on the collaboration of multi-users just for handling the projects. If anything, this collaboration trend will be getting more popular in coming days.

For New Product Development, Implement Project Portfolio Management (PPM):

NPD has completely merged with the PPM with the trending of Internet of things has somewhere given the rise of the new brands development like GenSight in the specific filed of enterprise product creation. The maximum numbers of the project managers are completely focused on delivering much improvised products and services that can easily meet the need and demand of trending market of being agile to the targeted customers. In fact, the NPD PPM is extending and is its application will be soon available to the offline solutions.

Emotional Intelligence Is Sought After In Project Managers:

To get success in the project management as project manager or project coordinator, it has become more imperative to hold emotional intelligence and soft skills. In fact, all the project managers should have the capability of managing emotions in the office environment. He should have the awareness of handling emotions and should have the potential of using emotions for problem solving and should be good enough in regulating his emotions for cheering up the environment of the office. The main reason behind gaining emphasis of EQ is that it drives peers engagement better, reduction of turnovers and improving the loyalty and productive that directly affects the company’s profit. Losing value of PMP Certification: for a longer period of time, there had been the craze and demand for certified professionals in PM domain. Organization now-a-days prefer skilled professional than certified professionals because skilled employees actually try to display management skills because they hold expertise in the field they are working in.

Agile Management: Since history the agile management was mainly applied to the field of software. In present days it is used in every sector like graphic designing, finance and marketing.

Mixed up methodology: Organizations are making changes to use the blended methodology that derived from different aspects related to scrum, agile and other different methods. All they demand is the better result. The blended approach has improved the success ratios of project that adds value to the business.

Gaining ground at the remote workstations: The operation of working from the remote location is becoming more popular in present days. Organizations are even allowing this because it has proved in increasing engagement which finally leads to better productivity. Most of the employees want to work with no dog watch over them as they want to work freely and bring creativity. But this method is applicable only if the employees are proactive.

Automation: Work like time sheet filing, regular basis updates are simple and are not on the high position of the interesting activities. Automation tools are now integrated into the system of generating reminders and status so as to simplify the project management. Many of the brands and companies are going for extending the addition bots for the tasks.

Big Data: the most important technology that is trending the impact of project management. It is emerging as the basic need of the project management so as to process heavy data effectively and much effectively. It even helps in the identifying the weak link ups in the team so as to resolve it with best possible solution.

Integration of learning from the legacy projects: there are many important lessons in project management in successful legacy projects of a particular firm. The specific project executive can include the factors of success from projects by simply training the team members on the effective approaches that was utilized previously.

With the system of trend changing in the professional environment and working together of the team remotely is of great importance for any project manager. All the above mentioned trends are much needed for the success of any project manager.

[renojobshub]

Customer Success Manager (9061K)

Position: Customer Success Manager – Location: Reno What our client needs and the Role Mission Your mission as a Customer Success Manager is to deliver a high touch customer experience to prospective customers and users.

You will need to work closely with the client’s Sales and Customer Support teams to ensure smooth deployments, onboarding, and help develop processes for post-sales lifecycle stages.

This means communicating with Sales to strategize around closing deals, and leverage Customer Support to ensure users are getting value out of their solution.

Our client is also looking for someone who has an operational mindset to help formalize processes and implement a proven user onboarding process.

What you’ll do and Primary Responsibilities: Manage and track onboarding projects using a proven existing methodology Introduce client’s dashboard to first-time users and help facilitate the introduction of new functionalities for existing customers Help maintain an 80% Trial-to-Paid (TTP) rate by leading successful onboarding activities for customers onto client’s web-based dashboard Identify the customers’ requirements, expectations, and business outcomes they are hoping to get from the solution Act as the liaison between the customers, Sales, Customer Support, and Product Provide direction and guide customers through best practices to minimize time to value Help maintain a negative churn rate by frequently engaging with users and help sales lead account reviews Advocate for our client’s customers and be their voice as you collaborate with sales, product and customer success Provide basic training to customers and their teams on the usability and administration of the product Document the onboarding steps for transparency What you need in Qualifications: Experience working in a B2B technology-focused environment Experience in a customer-facing role, such as sales, customer support, customer care, etc.

Demonstrated ability to multi-task, work on multiple projects and successfully deliver on-time A self-starter with the ability to work independently and as part of a team Excellent client management and project management abilities Ability to work on multiple complex projects simultaneously Patience and an open-minded approach to continued experimentation with new approaches to delivering customer services A willingness to be a helpful, open-minded, and valuable team member High stakeholder EQ Strong written and verbal communication skills Experience with a CRM and project management tools Positivity and customer-centric attitude a must Nice to have/Bonus: Project management experience Experience working in cross-functional teams Knowledge of networking protocols and IoT technology Knowledge of agile development and design thinking principles Previous experience working remotely at a non-HQ location Qualified candidates are encouraged resume with LinkedIn profile included to KarenPeopleconnectstaffing.com Client is offering salary and other perks.

Key words: customer success, b2b technology, projects, client management, customer service

from Reno Jobs Hub https://ift.tt/33LyUT7 via Customer Success Manager (9061K)