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ABDUL GHAFFAR - 6σ Consultant
Six Sigma Consultancy, Training, and Implementation Program for Hospitality Service Program Overview: This program is designed to help hospitality organizations adopt and implement Six Sigma methodologies to improve service quality, enhance customer satisfaction, and increase profitability. The program focuses on understanding the unique needs of the hospitality industry, training employees across all levels, and systematically applying Six Sigma tools to achieve process improvements and operational excellence. 1. Consultancy Phase 1.1 Initial Assessment 1.2 Six Sigma Readiness Evaluation 1.3 Customized Six Sigma Strategy Development 2. Training Phase 2.1 Executive Leadership Training 2.2 Green Belt Training 2.3 Yellow Belt Training 2.4 Black Belt Training (Optional) 3. Implementation Phase 3.1 Pilot Projects 3.2 Full-Scale Rollout 3.3 Continuous Improvement and Monitoring 4. Benefits to Hospitality Organizations 4.1 Consistent Quality Across Locations 4.2 Increased Customer Loyalty: 4.3 Improved Online Reputation 4.4 Cost Efficiency 5. Program Outcomes 5.1 Enhanced Operational Efficiency 5.2 Improved Employee Engagement 5.3 Increased Customer Satisfaction 5.4 Higher Profit Margins This comprehensive program equips hospitality organizations with the tools and knowledge to implement Six Sigma, driving continuous improvement and achieving excellence in service delivery.
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Nic Woodthorpe-Wright
Is your top talent disengaging? Are you struggling to keep them motivated in today’s fast-moving environment? High turnover is a growing concern for organisations across the Middle East. But what’s often missing is a focus on personal growth and development. Coaching offers a powerful solution. By providing tailored coaching support, leaders can help employees unlock their potential, develop critical skills, and see a clear path for career growth. When talent feels invested in, they’re far more likely to stay engaged and loyal to your organisation. Coaching doesn’t just improve skills—it strengthens communication, enhances collaboration, and creates a sense of belonging. These factors are essential to retain talent and nurture them into future leaders. Retention isn’t just about salary or benefits. It’s about creating an environment where your talent knows they can grow. With coaching embedded in your development strategy, you’ll build a culture of continuous learning and engagement that keeps your top performers motivated. Need help engaging your coaching strategy? Let’s discuss how coaching can support your organisation.
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Jen Hao Chen
The Culture Map- Cross-Cultural Communication & Negotiation This book delves into cross-cultural dynamics crucial for managing multinational teams, covering aspects like listening, giving feedback, persuasion, leadership, hierarchy, decision-making, trust, and time management. It highlights that truly understanding these layers involves reflection and application, which is REALLY INTERESTING! Listening: High-Context vs. Low-Context Cultures High-context cultures (e.g., many Asian cultures) rely on indirect cues and subtlety. For instance, a guest who declines something twice might actually expect a third offer. In contrast, low-context cultures, like the U.S., prefer straightforward communication, favoring clarity over nuance. Politeness and Feedback Styles Each culture views “constructive criticism” differently. Chinese managers often avoid public embarrassment, while Dutch managers value direct honesty. American managers may “sandwich” criticism between positive feedback, whereas the French emphasize critical directness with less positive framing. Persuasion: Principle-Based vs. Application-Based Styles Cultures can be principle-based, where understanding the rationale is valued (as in Continental Europe), or application-based, focusing on action (common in Anglo-Saxon cultures). This difference influences communication methods, with Germans valuing detailed understanding, while Americans prefer directness for efficiency. Leadership & Hierarchical Perceptions Cultural roots shape leadership: Spanish managers are expected to have all answers, whereas in egalitarian cultures like Sweden, employees solve issues independently. In China, Confucianism reinforces hierarchy, impacting interactions and expectations of authority figures. Effective cross-cultural leaders observe local practices and adjust accordingly. Decision-Making Approaches Germany and Japan emphasize consensus, where broad agreement leads to quick execution. In the U.S., a top-down model often places decision-making on a single person, facilitating faster initial actions but potentially leaving room for flexible adjustments later. Observing local decision-making processes is key for smoother cross-cultural collaboration. Building Trust: Cognitive vs. Affective The author categorizes trust as cognitive (head-based) or affective (heart-based). Americans typically separate social and professional interactions, while relationship-focused cultures like China and Brazil blend them, seeing outside-of-work bonding as essential to business relationships. Americans may appear friendly, yet relationship-building might stay surface-level (“peach” culture), while Germans may seem reserved initially, though trust deepens over time (“coconut” culture). Isn't it interesting? 🤣
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Anne Collier
On Thursday we were thrilled to host the Arudia Leadership & Management Academy’s third of seven Core Training sessions: Upgrade Your Personal Operating System, Part 1. This segment is based on the Actualized Leader Framework, created by William Sparks, Ph.D.. Participants took the Actualized Leader Profile (take the free short-form version here https://lnkd.in/efEhD8vU). Participants’ “upgrade” to their “personal operating system” is the capacity to more effectively manage situations they find stressful. This means having so-called “difficult” conversations, driving results, and maintaining optimism and efficacy. That is the magic of the applying the Actualized Leader Framework to your life and your stresses. 1. A participant noted that her need to balance a full-time workload as a leader with graduate school coursework means she taps into her drive for Achievement (winning through technical expertise) but also triggers her Fear of Failure Shadow (fear-based concerns about making mistakes). This participant noted being triggered by a ‘low’ score on her graduate work, which feels devastating and can affect the entire day. 2. Another participant noted being very aware of her drive for power and control (Asserter leadership style), indicating that she would control the weather if she could. 3. A repeat participant share that she sees the benefits of her own leadership style, but also the benefits of those who are very different from. When considering how they collaborate for better outcomes, she sees the contrast as an opportunity for balance and better overall results. She contrasts her strong people-orientation (Affirmer leadership styles) with her colleague’s intense focus on results (Asserter leadership style). She noted that she aims to be the yin to the Asserter yang, modeling kindness and leveraging her Affirmer strengths of being friendly, trusting, and trustworthy. She also noted that she looks to their Asserter colleagues as a model of decisiveness and confidence in challenging situations. #leadership #management #teamwork
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Sanghamitra D.
Change is inevitable. Change is the only constant. To stay ahead of the curve, organizations must adapt quickly and effectively. A well-structured change management model can make all the difference. Change Management Models: 1. Lewin's Change Management Model 2. ADKAR Change Management Model 3. McKinsey's 7S Framework 4. Kotter's 8-Step Change Model Let's Build a Challenge-Ready Team: 1. Communicate Clearly: Transparency is key. 2. Empower Employees: Encourage ownership and accountability. 3. Foster a Growth Mindset: Embrace learning and development. 4. Lead by Example: Demonstrate adaptability and resilience. 5. Build Trust: Encourage open feedback and collaboration. Here are some Leadership Strategies: 1. Develop a Change Vision 2. Engage Stakeholders 3. Build a Strong Change Team 4. Implement Effective Communication 5. Monitor Progress What are the Benefits of a Challenge-Ready Team? 1. Enhanced Adaptability 2. Increased Innovation 3. Improved Collaboration 4. Better Decision-Making 5. Competitive Advantage Is your team ready for the challenges ahead? Invest in change management and leadership development to stay ahead of the competition. #ChangeManagement #Leadership #TeamBuilding #Innovation #Adaptability #Resilience #BusinessSuccess
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Subhobroto Sarkar
The McKinsey 7S Model is a framework that analyses seven interrelated elements of an organisation: Strategy, Structure, Systems, Shared Values, Style, Staff, and Skills. It helps identify how these elements align and interact, highlighting areas for improvement or adjustment. By examining these factors together, the model provides insights into how organisational changes or strategies can be effectively implemented, ensuring all aspects of the organisation are aligned and working cohesively towards common goals.🤗 #hrmanager #hrcommunity #retaistores #retail #leadership #training
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Aditi Choudhary
As I prepared for my ICF credentialing exam, I watched an insightful video by the International Coaching Federation on the updated core competencies. Coaches who were part of the team which re-examined and came up with the final version of the updated core competencies discussed each competency in detail. What struck me while absorbing the essence of what was being shared was the passion and love that they exuded for coaching. All of them came from the space of dedication & sincerity of maintaining the integrity of the profession of coaching and what it meant to be a coach. There have been moments when my faith in coaching wavered, often due to human tendencies & my idealistic beliefs that all coaches should embody the same level of humanism and ethical behaviour. However, revisiting the core competencies and hearing experienced coaches speak with such genuine joy and commitment always renews my faith and passion for coaching. So, I wish coaching in its “purest” form grows & I am able to contribute my bit in aligning our practices more closely with its core principles. Here’s to nurturing and advancing our profession with sincerity and dedication. Happy Day to you all 🌻💫
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Nic Woodthorpe-Wright
As a CHRO, are you really unlocking the full potential of your organisation's leadership teams? If not, you might be overlooking one of the most effective tools at your disposal: targeted coaching. In the Middle East, where understanding cultural nuances is crucial, coaching that is specifically tailored to regional dynamics can elevate your leaders from competent to exceptional. Whether it's Executive Coaching that aligns personal ambitions with organisational goals, or Team Coaching that fosters collaboration across diverse teams, the right coaching strategy can be transformative. Executive Coaching isn’t just about problem-solving; it’s about cultivating leaders who inspire and drive growth. By blending cultural awareness with leadership development, your leaders can confidently navigate the complexities of the Middle East business environment. Team Coaching, on the other hand, unifies diverse perspectives, ensuring every team member feels valued, which leads to increased productivity and satisfaction. When coaching is designed with regional specifics in mind and with professional coaches that know the region, the impact is profound. It’s not merely about improvement—it’s about true transformation. Are you working with a coaching company that knows the region and how to use the right coaching approach for the best impact? #coachingexperts #60topcoaches #regionalfocus
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Mahmoud Abu Atwan
◼ Impact of Culture on Strategy 🔵 How organizational culture can aid or obstruct strategy execution. 🔶 Key Cultural Barriers: ◾ Resistance to Change: Employees may resist new strategies due to comfort with the status quo. ◾Misalignment with Strategy: Cultural values may clash with strategic goals, creating friction. ◾Communication Barriers: Lack of open channels can impede understanding and adoption of strategy. ◾Lack of Flexibility: Rigid cultures struggle to adapt to new strategies. Inconsistent Values and Behaviors: Misalignment leads to confusion and weak commitment. ◾Leadership and Management Challenges: Ineffective leadership can derail strategy execution. 🔶Strategies for Cultural Alignment: ◾Define and Communicate Vision: Clearly share the strategy across the organization. ◾Leadership Alignment: Ensure leaders embody both strategic and cultural values. ◾Employee Engagement: Involve employees in the strategy process for better buy-in. ◾Align Policies and Practices: Adjust policies to support strategic goals. Training and Development: Equip employees with skills to support the strategy. ◾Open Communication: Promote a culture where information flows freely. ◾Monitor and Adjust: Continuously evaluate and realign culture with strategy. ◾Celebrating Success: Recognize achievements to reinforce desired culture and motivation.
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Kerry Woodcock
One of the core competencies of team coaching is presence - being fully aware and responsive to the team’s needs, dynamics, and underlying emotions. How are you incorporating the competency of presence in your coaching? Psst … if you’re interested in exploring the ICF team coaching competencies in more depth, our coach mentoring program with Roula is one place to do that. https://lnkd.in/gA95AUf
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Adedamola Adeyeye
Don’t miss out on the GLC Webinar with Coach Adaora Ayoade, ICF-PCC—an incredible opportunity to unlock the Synergy between Coaching and Training! This webinar is a game-changer for leaders, HR professional, coaches, or trainers looking to elevate their impact and drive real growth. Join us and transform your approach to professional development! #EZCoaching #GLCWebinar #CoachingAndTraining #ProfessionalDevelopment #LeadershipGrowth
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Muhammad Basheer Juma
The Teamwork. Section 1: The Importance of Teamwork Section 2: Key Traits of Effective Teams Section 3: Overcoming Common Team Challenges Section 4: Building a Collaborative Team Culture Section 5: Measuring Team Performance #Teamwork, #TeamBuilding, #Collaboration, #EffectiveTeams, #WorkplaceSkills, #TeamworkSuccess, #HighPerformanceTeams #Leadership, #TeamworkTips, #WorkplaceCollaboration, #BuildTeams #CommunicationInTeams, #TeamBuildingSkills, #TeamCulture #TrustInTeams, #TeamManagement, #TeamGoals, #WorkplaceSuccess, #ImproveTeamwork, #LeadershipSkills https://lnkd.in/gDShB2kg
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Dr. Bassam Nammour
Good Morning and welcome to "Grow Beyond", where leadership transcends its traditional boundaries and evolves into an inspiring journey. Our series of leadership courses goes deep into the evolution of leadership, from its historical roots to its modern-day significance. We explore how leaders inspire a compelling vision, challenge conventional processes, and empower others to act, not just through directives but by winning over their hearts. "Grow Beyond" redefines leadership excellence. Meirc Training & Consulting #LeadershipEvolution #InspireVision #ChallengeProcess #EmpowerOthers #GrowBeyondLeadership #traininganddevelopment
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Sohail Rizvi
Develop your functional specialists into outstanding team leaders, through our "EMERGING LEADERSHIP PROGRAM". The program focuses on developing leadership competencies covering "SELF LEADERSHIP", "TEAM LEADERSHIP" and "TASK LEADERSHIP". Enable your relevant team members by registering them https://lnkd.in/dpmcwEyq
