Sentences with phrase «identify strong leaders»

These systems are particularly powerful as they are designed to not only identify strong leaders, but also create them.

Not exact matches

Why would I want to own this stock of Starbucks if the man I most identify with Starbucks is only the executive chairman and is working on a division that may or may not pan out even as I know that Kevin is a strong leader?

That document did not identify suspects, but people close to the investigation have told Reuters that North Korea is a principal suspect based on technical evidence and Pyongyang's strong opposition to Sony Pictures comedy, «The Interview,» which features a plot to assassinate the North Korean leader and is due to open Dec. 25 in the United States.

To groom strong leaders, we need to identify and either retrain or eliminate the flawed ones.

Vector identified CloudSense as a rapidly growing and profitable SaaS leader in the multi-channel commerce enablement software segment, and built a strong, collaborative relationship with the co-founders and management team.

Vector identified Emarsys as a leader in the attractive and rapidly growing cloud - based digital marketing software sector, and built a strong, collaborative relationship with the founders and management team.

«Elise has been a strong leader for the 21st District, fighting to secure millions of dollars for Fort Drum, successfully working to repeal devastating portions of Obamacare, and leading the Millennial Task Force to identify the issues that matter most to younger generations.

Deacon has strong ties to the party establishment given her work for Gillibrand and an endorsement from New York's senior senator, Chuck SchumerCharles (Chuck) Ellis SchumerSchumer: GOP efforts to identify FBI informant «close to crossing a legal line» Patients deserve the «right to try» How the embassy move widens the partisan divide over Israel MORE, who is expected to be the next Senate Democratic leader in 2017.

We asked respondents to identify the ten traits they felt were the most essential traits of a strong school leader and to rank them in order of importance from 1 (most important) to 10 (least important of the ten).

Being visible — getting out of the office and being seen all over the school — was the most frequently identified quality of a strong school leader.

Our approach to achieving this goal focuses on three objectives: (1) to develop a reliable, predictive panel of biomarkers (including both biological and bio-behavioral measures) that can identify children, youth, and parents showing evidence of toxic stress, and that can be collected in pediatric primary care settings; (2) to conduct basic, animal and human research on critical periods in development and individual differences in stress susceptibility, thereby informing the timing and design of a suite of new interventions that address the roots of stress - related diseases early in the life cycle; and (3) to build a strong, community - based infrastructure through which scientists, practitioners, parents, and community leaders can apply new scientific insights and innovative measures to the development of more effective interventions in the first three postnatal years.

Principals cultivate positive school cultures that are built on trust, strengthen the principal pipeline by identifying teacher leaders and nurturing assistant principals, and through interdependent relationships with superintendents, contribute to strong, district leadership.

Based on the survey results and observations from the site visits, these recommendations identify those structures and practices that are most likely to result in stronger school leaders and higher student achievement.

The practitioners in attendance collaborate with nationally recognized thought leaders and ASCD and Scholastic facilitators to identify areas for district - or school - wide improvement and discuss how to plan, implement, and sustain strong literacy programs in their districts.

To probe these questions, The Wallace Foundation in 2011 launched a five - year, $ 75 million initiative to help six large districts build stronger principal pipelines by (1) creating clear job requirements detailing what principals and assistant principals must know and do, (2) ensuring high - quality training for aspiring leaders, (3) developing more selective hiring procedures, and (4) using well - crafted evaluations to identify the needs of principals and ongoing support to address them.79 Over the life of the initiative, it is expected that participating districts will have filled at least two - thirds of their principal slots with graduates of high - quality training programs - enough to enable independent researchers to gather meaningful evidence on whether and how better leadership can transform the academic fortunes of children.

Identifying, recruiting and retaining strong, capable, visionary leaders is one of the greatest challenges facing education today.

Mission: Identify, develop, support, and retain strong principal leaders who are dedicated to student success in CPS.

Findings from Khourey - Bowers et al. (2005) and Keedy (1999) suggested that the involvement of administrators in the selection of teacher leaders for these projects helped ensure that strong candidates were identified for teacher leader roles.

The Institute's signature climate change publication, Climate in the Parks: Innovative Climate Change Education in Parks (PDF, 5.7 MB) will add momentum to the dialogue among key stakeholders, educators, and park leaders by identifying a selection of strong climate change education programs and trainings in parks around the world.

I've therefore outlined for you what I think are the main characteristics of strong leaders, along with some helpful pointers to help you identify these traits during the interview process.

I use my honest talk and strong experience as senior leader for digital media development teams in corporate and entrepreneurial companies to help you build your personal business model by identifying how you drive value for your organization and career.

Identifying growth opportunities within assigned customer base by developing strong partnerships with business leaders and key decision makers resulting in 10 % growth in year over year revenue.

Motivational team leader, skilled in identifying critical players to build strong teams and coaching team members...

A Strong team leader noted as an innovative and strategic thinker utilizing both practical and theoretical knowledge to quickly identify and resolve any operational risks.

Decisive leader and skilled negotiator with ability to establish lasting presence in new markets, identify growth opportunities and initiate strong business alliances with wholesalers and distributors.

Experienced leader recognized for identifying client needs and building strong client and customer relationships while leveraging excellent negotiating skills to achieve brand success.

Results oriented and decisive leader with proven success in establishing a lasting presence in new markets, identifying growth opportunities, and initiating strong business relationships.

AREAS OF EXPERTISE - PROFESSIONAL PROFILE Senior entrepreneurial executive with more than 15 years of experience in nonprofit data management Strong leader with motivational management style and reputation for grant identification Results oriented achiever with excellent track record for identifying opportunities for...

A strong team leader who identifies opportunities to improve effectiveness, secures buy - in from stakeholders, and empowers staff to create and execute successful solutions.

Director of Business — Duties & Responsibilities Recruit and train staff of 30 in hospital policies, procedures, best practices, and corporate branding Design and implement staff development, recognition, and disciplinary policies and procedures Oversee admissions, utilization review, PB X, imaging center, billing, collections, and wound center registrations Set and strictly adhere to departmental budgets and schedules Author and present financial reports concerning revenue, expenses, and outstanding collections Identify performance indicators and benchmarks for integration into reporting systems Conduct surveys regarding patient / staff satisfaction, benchmarks, accreditation, and employee benefits Maintain a 99 % patient satisfaction score through attentive and professional standards of care Negotiate contracts and claims with insurance carriers, Medicare, Medicaid, and other payer sources Increase revenue by 30 % through effective contract renegotiation with suppliers, carriers, and other parties Implement policies, procedures, and equipment to cut hospital costs while enhancing patient care Utilize strong management experience to drive operations in an efficient and professional manner Develop and implement billing controls, cash processing measures, lockboxes, and other financial processes Coordinate and oversee internal and external audits ensuring compliance with industry and legal standards Recruit physicians through successful marketing, networking, and other tactics Implement automated Chargemaster financial application (Craneware) and maintain patient accounts Responsible for HCAHPS and the yearly Quality Assurance Plan Appeal claims when appropriate resulting in $ 400,000 reimbursement from PPO insurance over the last year Build and strengthen professional relationship with community leaders, coworkers, and industry figures Consistently promoted for excellence in financial management, team leadership, and dedication to mission Develop working knowledge of hospital operations from patient admission to senior level strategic planning Represent company with poise, integrity, and positivity

• Managed talent acquisition programs for multi-billion dollar companies across the United States • Clients included Yahoo!, Microsoft, Tumbleweed Communications, BEA, & Aderactive • Responsible for designing and implementing comprehensive recruitment and training programs • Trained and led staffing team consisting of recruiters, sourcers, coordinators, and schedulers • Offered guidance in recruitment, interview, negotiation, and training best practices • Developed execution plans offering metrics, hiring goals, and improvement strategies • Evaluated company staffing model, identified needs, and recommended remedial measures • Interacted with company CEO's, Presidents, and other members of senior leadership • Partnered with HR, Development, and other company departments to best meet company goals • Significantly cut personnel costs and turnover rate through recruitment of career employees • Recruited, interviewed, screened, and filled positions from entry level to senior leadership • Negotiated and finalized compensation packages and job descriptions • Managed complex personnel issues during company acquisitions and mergers • Responsible for ensuring that recruitment procedures empowered underrepresented groups • Authored reports detailing cost per hire, turnover ratios, and retention statistics • Utilized online and in - person recruitment tools and methods to attract best possible candidates • Developed working knowledge of varied professional fields to best fill positions • Built strong, long - term relationships with industry leaders across multiple professions • Cultivated sourcing pool for technology, sales, marketing, and other professional skill sets • Maintain strong ties to leading colleges and universities for recruitment purposes • Performed all duties in professional, efficient, and effective manner