Oct
16
Wed
Sustainable Success Summit @ Virtual
Oct 16 2019 – Oct 1 2020 all-day
Sustainable Success Summit @ Virtual |  |  |

Explore What’s Possible

Be part of the movement of women who receive more by doing less, while honoring their ambition and using their voice as a vehicle for change.

Get to know a dynamic group of female entrepreneurs who are doing things differently

In this virtual summit, we explore self-care by slowing down, trusting ourselves, and getting off the hamster wheel to create a life of our own making.

Apr
2
Thu
Courses On Outlook Inbox Overhaul, MS-World Tutorial – 2020 @ Online
Apr 2 @ 10:00 am – 1:00 pm
Courses On Outlook Inbox Overhaul, MS-World Tutorial - 2020 @ Online

Overview
Most users don’t even scratch the surface of what Microsoft Outlook can do to help them get and stay organized. Learn valuable tools and techniques to get your Outlook inbox in shape. Keeping too many e-mails not only makes it difficult to find what you’re looking for, but can also expose your organization to risks.

This webinar will cover key techniques to manage your inbox and stay in compliance with data security and record retention policies and regulations. You will see the whole tool box at your disposal. From categories to rules and follow-up flags to folders, you’ll know how to design an email message management system that works for you and works the way you work.

This session will be applicable to all versions of Outlook from Office 2010 through Office 2019/Office 365 desktop. If you are primarily using Outlook Online, you’ll still find this session useful, as many of the tools have Outlook Online equivalents.

Why you should Attend
Email goes in, but it doesn’t seem to go out! Before you know it you’re swimming in hundreds, if not thousands of email message, not able to find the thing you need and finding things that you should have acted on days ago. How do you dig out? How do you stay that way? Not only for convenience sake, but untidy inbox management can present serious risks to your organization.

Stop wondering what ticking time bombs you might have in your email and get some solid strategies for cleaning up unneeded messages and staying on top of important follow-up items. In the first 15 minutes you’ll already have deleted dozens, if not hundreds of messages you absolutely don’t need to keep. You’ll also find out how to get out of “email jail” quickly without having to risk deleting things you might need. You’ll learn how Outlook can be tailored to suit how you organize your work.

Areas Covered in the Session
Effective use of Search and Advanced Search
Application of Folders
The purpose of Archive
Use of Categories and Conditional Formatting
Basic and advanced filtering rules for automatic processing
Mechanisms to NEVER forget a follow-up item
Who Will Benefit
All Information Workers

Event link : https://www.traininng.com/webinar/-201325live?channel=marinmagazine-APR_2020_SEO
Contact Info
Traininng.com LLC
Email: traininngdotcom@gmail.com
Phone: US: (510) 962-8903
Phone: Zurich: +41 – 43 434 80 33
Website : https://www.traininng.com

Leadership Necessity Courses, understanding Emotion Tips @ Online
Apr 2 @ 10:00 am – 1:00 pm

Overview
It turns out that your EQ (Emotional Quotient) is a greater predictor of your success as a leader than IQ (Intelligence Quotient). Unfortunately, far too many leaders in companies are conditioned to block out their emotions and focus on their rational thoughts. They do so at great risk to their leadership development.

Emerging knowledge of the brain is helping us understand its emotional nature. Your brain has a narrative network that makes up stories about people and events that are often untrue. Unfortunately, most potential leaders are unaware of these false narratives that drive their behavior because emotions are processed unconsciously. It is a leadership necessity to understand the emotional nature of the brain as a means of inspiring and influencing others.

This workshop will help you learn about your brain and its emotional nature and will help you take control of your brain (instead of letting your brain control you). This is an essential step in your leadership journey.

Why you should Attend
There is an exciting, new field called neuro leadership that links emerging knowledge of the brain to leading yourself and others.

This is a major advance in leadership development because it will help you better understand how your brain functions and how it often works against your best interests – impeding your development as a leader.

Most leadership development efforts fall short and peter out in the short term because they don’t take into account the emotional nature of the brain. Additionally, no behavior change is possible unless your brain is re-wired and this reality is why most leadership initiatives fail to achieve long term behavior change in the workplace. Furthermore, most emotional intelligence training is anything but emotional – relying on forms, processes, checklists and assessments instead of the expression of emotions.

In the Understanding the Emotional Brain as a Leadership Necessity webinar, you will develop an understanding of how your brain functions and how important it is to let you control your brain – not let your brain control you. It is in understanding the brain, its emotional nature and its inclination to be negative as well as its tendency to create false stories about yourself and others that will help you overcome self-defeating thoughts and develop into a self-confident and motivating leader.

You will grasp the importance of knowing and overcoming the hidden thoughts and stories that control your behavior – becoming an authentic and self-assured leader who inspires others to want to follow you.

This is a vital step in your personal leadership journey.

Areas Covered in the Session
The main purpose of the brain
The brain and the negativity cycle
The emotional brain
The concept of EQ versus IQ in leadership development
Your hidden story that could impede your leadership development
How and why the brain often works against your best interests
Taking control of your brain rather than letting your brain control you
Telling your authentic story as a leadership necessity
Learning to re-wire your brain to better understand and lead yourself and others
Who Will Benefit
CEOs
C-Suite Executives
Mid-Level Managers
Senior HR Leaders
Training & Development Managers
Anyone aspiring to be a Leader and to further develop their Leadership capabilities

Event link : https://www.traininng.com/webinar/-201340live?channel=marinmagazine-APR_2020_SEO
Contact Info
Traininng.com LLC
Email: traininngdotcom@gmail.com
Phone: US: (510) 962-8903
Phone: Zurich: +41 – 43 434 80 33
Website : https://www.traininng.com

Reasons for Organization Change, Need Of Appreciative Inquiry @ Online
Apr 2 @ 10:00 am – 1:00 pm
Reasons for Organization Change, Need Of Appreciative Inquiry @ Online

Overview
As a graduate student at Case Western University, Davide Cooperrider had access to study the organizational behavior at the renowned Cleveland Clinic. What he discovered was that the hospital engaged change management consultants who were not telling the hospital what it was doing right, rather they focused on what was wrong with the processes, procedures,
and practiced the hospital used in its daily routines. Pointing out the problems did not bring the organization any closer to a valid solution. Cooperrider decided to turn the process inside out and began observing and interviewing staff regarding what the hospital was doing right.

Cooperrider and his adviser published a paper in 1987 which posited that the overuse of “problem solving” hampered any kind of social improvement, and what was needed were new methods of inquiry that would help generate new ideas and models for how to organize.

The authors portrayed organizations as living organisms, arguing that organizations are created, maintained and changed by conversations (interchanges between people), and claiming that the way organizations evolved was only limited by people’s imaginations and the agreements among them. This theory was inclusive and encompassed every person in the organization.

The model is based on the assumption that the questions we ask will tend to focus our attention in a particular direction, that organizations evolve in the direction of the questions they most persistently and passionately ask.[11] In the mid 80’s most methods of assessing and evaluating a situation and then proposing solutions were based on a deficiency model,
predominantly asking questions such as “What are the problems?”, “What’s wrong?” or “What needs to be fixed?”. Instead of asking “What’s the problem?”, others couched the question in terms of “challenges”, which still focused on the negative, on what needs to be fixed or solved.

Appreciative Inquiry was the first researched change management method to pay attention to what works, the positive “core” in people and organizations, and on what people really care about. Today, these ways of approaching organizational change are commonly understood, but frequently not practiced. Furthermore, the focus on the positive has made its way into Positive Psychology as mapped out by Martin Segilman, at University of Pennsylvania. However, while Positive Psychology is defined as a science, Appreciative Inquiry is designed as an organization change and leadership development process. It is widely used as a basis for much solution focused exeutive coaching.

In addition to the five phases as defined above, there are five basic principles of AI. As the study of AI progressed, many other principles emerged, but below are the five original principles as outlined by Cooperrider and Dianna Whatley.
The five principles of AI are:

The constructionist principle Through the language and discourse of day to day interactions, people co-construct the organizations they inhabit. The purpose ofinquiry is to stimulate new ideas, stories and images that generate new possibilities
for action.
The principle of simultaneity proposes that as we inquire into human systems we change them and the seeds of change, the things people think and talk about, what they discover and learn, are implicit in the very first questions asked. Questions are
never neutral, they have consequence, and social systems move in the direction of the questions that people most persistently and passionately discuss.
The poetic principle proposes that organizational life is expressed in the stories people tell each other every day, and the story of the organization is constantly being co-authored. The words and topics chosen for inquiry have an impact far beyond just the words themselves. They invoke sentiments, understandings, and worlds of meaning. Storytelling has become a key element of change management as well as a discipline of its own.
The anticipatory principle posits that what we do today is guided by our image of the future. Appreciative inquiry uses artful creation of positive imagery on a collective basis to refashion anticipatory reality.
The positive principle proposes that momentum and sustainable change requires positive emotion and social bonding. Sentiments like hope, excitement, inspiration, camaraderie and joy increase creativity, openness to new ideas and people, and
promote flexibility. They also encourage strong connections and relationships among people, particularly groups in conflict.
Delving into these principles and there applications will not be explored in detail in this course due to time constraints.

Why you should Attend
Are the change management techniques you’ve used so far effective? Are you beginning your efforts with an affirmative topic, rather than a problem-solution approach? How long lasting are your change management efforts, two years, one year, six months, or worse? Now you can implement positive change in your organization by simply changing the focus from problems to solutions employees can solve by asking the right questions.

Appreciative Inquiry assists the organization in seeing the wholeness of the human system and to “inquire” into that system’s strengths, possibilities, and successes.”

The five areas of exploration in Appreciative Inquiry are: Define, Discover, Dream, Design and Deliver.

In the Define phase, an affirmative topic is determined. In the Discover phase, the team expresses appreciation for the best of “what is” by focusing on peak times of excellence – when the team has experienced performance at its most effective and its very best.

The Dream Phase is: Practical, because it’s grounded in successes of the past. It seeks to expand the teams’ potential. And it’s based on extraordinary moments from the teams’ entire history. For the Design Phase, encourage the team to generate possibility statements.

The possibility statements describe the desired qualities of the teams’ life. The Delivery Phase, the focus is on implementing the possibilities. It’s where the team creates their “will be” and takes action to make it happen.

Appreciative Inquiry as change management is a dramatic departure from traditional problem-solving methods. It develops empathy and perspective, constructive or positive change, and drastically improves communication and collaboration.

How is that accomplished? Through shifting the approach from problem focused to positive-action focused. Rather than ask: “What is that biggest problem here? “ask, ” What are you doing when things are working well?”.

If your organization is stuck in making progress toward positive change, Appreciative Inquiry can help you get there.

Areas Covered in the Session
Introduction
Overview of the Course
Overview of David Cooperriders work
Brief history of the origins of the technique
Definitions of Appreciative Inquiry and Relation to Positive Psychology
Characteristics of Great AI Questions
The Five-D Process
The Five Core Principles of Appreciative Inquiry
Who Will Benefit
HR Generalists
HR Administrators
CHROs
VPs of HR
HR Directors
HR Professionals
Coaches
Managers
VPs
Directors
Key Personnel

Event link : https://www.traininng.com/webinar/-201352live?channel=marinmagazine-APR_2020_SEO
Contact Info
Traininng.com LLC
Email: traininngdotcom@gmail.com
Phone: US: (510) 962-8903
Phone: Zurich: +41 – 43 434 80 33
Website : https://www.traininng.com

Apr
3
Fri
Best Practices For Diversity, Equity, and Inclusion 101 – 2020 @ Online
Apr 3 @ 10:00 am – 1:00 pm
Best Practices For Diversity, Equity, and Inclusion 101 - 2020 @ Online

Overview
Diversity and inclusion are common buzzwords these days but few understand what they really mean or entail. In this webinar, we will explore what diversity and inclusion REALLY are as well as common myths and misconceptions.

We will discuss everything from implicit and explicit bias, diversity in areas you haven’t thought of, intent vs. impact, and calling in vs. calling out and more.

Participants will explore their personal relationship with systems of privilege and oppression and leave with actionable ways to increase their inclusive practices, both as individuals and members of organizations.

We will explore the history of diversity and inclusion, how structural inequality has led to the marginalization of communities in the United States, and the future of D & I trends.

Why you should Attend
If you have often wondered what the big deal is around diversity and inclusion (D&I) and wanted to explore the facts versus the myths of this ever-expanding field than this is the webinar for you.

We will be exploring the foundational pieces of what the history, purpose, and future of D&I is. In this exploration we will uncover often over looked components of the topic as well as putting to rest common myths and misconceptions. Participants will leave with a foundational knowledge of the topic as well as actionable tools for using D&I best practices in their personal and professional life.

Areas Covered in the Session
Diversity
Inclusion
Equity
Equality
Bias
Stereotypes
Cultural Humility
Best practices
Who Will Benefit
Anyone

Event link : https://www.traininng.com/webinar/-201319live?channel=marinmagazine-APR_2020_SEO
Contact Info
Traininng.com LLC
Email: traininngdotcom@gmail.com
Phone: US: (510) 962-8903
Phone: Zurich: +41 – 43 434 80 33
Website : https://www.traininng.com

Apr
5
Sun
Advanced Night Photography Workshop @ The Image Flow
Apr 5 all-day
Advanced Night Photography Workshop @ The Image Flow

April 5, 11, 15, and 19, 2020

Challenge your long exposure night photography skills in this Advanced Night Photography Workshop.

The emphasis of this workshop will be practicing and gaining more expertise in the techniques of night shooting on-location. You will spend three separate nights shooting at classic Northern California locations: the colorful streets of Chinatown in San Francisco, the architecture and nature of Crissy Field, and the hills of the Marin Headlands, specifically Hawk Hill and the area around the Nike Missile Site, perfect for night sky photography.

Designed especially for the advanced night photographer, Hendrik will advise during these night shoots assisting you with technical night photography tips, specific camera settings, techniques of long exposure photography, and use of various filters for creating successful photographs at night.

This workshop includes a supportive and informative print critique of your night time photography to provide valuable feedback and help elevate your work to new levels.

Three (3), 11 x 17 prints on Epson Premium Luster paper are included in this workshop. Additional prints, if desired, will be discounted to $12/each.

Apr
6
Mon
Courses To Manage Toxic Employee, Tips For Attitude Issues @ Online
Apr 6 @ 10:00 am – 1:00 pm
Courses To Manage Toxic Employee, Tips For Attitude Issues @ Online

Overview
Clever toxic employees:

Utilize their technical expertise to intimidate & manipulate
Know who to flatter & who they can abuse
Turn their toxicity on & off depending on the impression they want to make

Unfortunately, organizations can work against themselves & even promote toxicity by:

Restructuring his/her job to accommodate a toxic employee
Tolerating toxic employees who have valued expertise
Not assertively seeking employee feedback as to whether there is toxic behavior in the
workplace
Not communicating to all employees the specific interpersonal behaviors that will not be
tolerated – with the associated consequences

Managers sometimes attempt to fix this type of problem by addressing a toxic employee’s attitude.

And while a toxic employee’s attitude certainly affects his/her behavior, managers usually find that
controlling an employee’s attitude is next to impossible.

Managers can be much more effective by:

Discussing the specific behaviors that are negatively impacting other employees and/or the
organization
Using positive & negative consequences to influence that behavior
Why you should Attend
Most organizations have employees who on occasion:

Complain & gossip excessively
Use inappropriate language
Are mildly insubordinate

But Toxic Employees have interpersonal styles that demonstrate a pattern of counter-productive work behaviors. While
Emotionally Intelligent employees being aware of their feelings & those of others exhibit a pattern of appropriate self management.

The toxic employee problem is surprisingly prevalent with research showing:

95% of employees have & 64% are currently working with a toxic employee
50% of employees have thought of quitting & 12% did because of a toxic employee
25% of employees have reduced their work effort due to a toxic employee
20% of employees feel they are a target weekly & 10% of employees see toxic behavior daily

Toxic employees cause significant overt, covert, people-related & financial damage with their visible behavior just being the tip
of the iceberg. For example, in one organization the day a former employee left the organization is considered one of their annual holidays.

Areas Covered in the Session
Human & Financial Costs Resulting from Toxic Employees
Toxic Employees Create:
Chaos & unnecessary complexity
Overt damage
Covert damage
Strife, stress & emotional damage
Productivity, quality & financial losses
The A, B, C’s Related to Toxic Employees
Employee attitudes
Employee behaviors
Consequences that managers can exert
The Psyche of a Toxic Employee
Frequently seen toxic behaviors
Utilize ‘star status’ & technical expertise to intimidate & manipulate
Chameleon who knows who to flatter & who he/she can abuse Turn their toxicity on & off depending on the impression they want to make
Three common forms of toxic behavior
Common Reactions to Toxic Employees That Frequently Don’t Work
Restructuring his/her job to accommodate the toxic employee
Tolerating toxic employees who bring rare expertise or experience
Not assertively seeking feedback from employees as to whether there is toxic behavior in the workplace
Not communicating to all employees the specific behaviors that will not be tolerated – with associated consequences
Effective Approaches for Addressing & Preventing Toxicity
Organization-wide strategies:
Making positive interpersonal behavior an organizational value
Evaluating interpersonal behavior as a part of the performance appraisal system
Training leaders in how to address toxic behavior
Using behavioral-based interview questions to screen toxic applicants
Exit interviewing to identify any toxic behavior in the workplace
Departmental & team strategies:
Defining appropriate interpersonal interactions with behavior-specific descriptions & standards
Using team discussions & role plays to clarify the application of the behavioral descriptions & standards
Utilizing a 360-degree feedback process to assess the work environment
One-on-one strategies:
Stating explicitly that the behavior is not acceptable & why
Describing both the unacceptable & acceptable behavior
Asking the employee to commit to & describe how he/she will change his/her behavior
Frequent, targeted counseling feedback
Executive coaches
Progressive discipline
Termination
But even terminations are not a cure-all because the:
Toxic-enabling people & organizational culture tendencies may remain
Employees may still be resentful of the way they were treated by the employee & the time it took the organization to react
Expertise & experience of the toxic employee are lost
Who Will Benefit
Anyone with Managerial or Leadership Responsibility

Event link : https://www.traininng.com/webinar/-201372live?channel=marinmagazine-APR_2020_SEO
Contact Info
Traininng.com LLC
Email: traininngdotcom@gmail.com
Phone: US: (510) 962-8903
Phone: Zurich: +41 – 43 434 80 33
Website : https://www.traininng.com

Simple Ways To Deal with Difficult People, HR Training – 2020 @ Online
Apr 6 @ 10:00 am – 1:00 pm
Simple Ways To Deal with Difficult People, HR Training -  2020 @ Online

Overview
Lets be honest here you probably have people in your life that, if they would just go away! your life would be easier?
Interacting with them is exhausting and frustrating – even thinking about interacting with them is discouraging and causes you to despair the situation will never get any better.

We all have those people in our lives. The reality is, having them out of your life is not practical – they may be your boss, staff, colleague, customer, vendor, friend, or family member.

You’ve probably thought to yourself – “what can I do?” You avoid them you spend inordinate amounts of time, cognitive and emotional energy, trying to figure out work-arounds and effective strategies, but none of it is working.
You want to just throw up your hands and say – “That’s it, I’m done”.

Again, not practical.

Here’s some good news. There are practical solutions. This webinar is filled with tips, techniques, strategies and tools that will make your dealings with difficult people much easier. You will no longer have to say to yourself “I just don’t know what to do”, because you will have a toolbox full of responses that will be game changers.

You’ll know where to direct your energy, instead of feeling frustrated and at a loss about what do to, you will feel empowered with very clear and effective responses.

You’ll learn how to diagnose exactly what the person is doing and why it is so frustrating for you. You’ll begin to see patterns that you hadn’t seen before. Specific language to use in specific situations. What skills you can learn to get on equal footing. Create a plan with specific targeted timing that will get you the result you want.

Attend this webinar and take the first step in relieving the frustration and exasperation and making you life a whole lot easier.

Why you should Attend
“The difficult people we encounter can be our greatest teachers.”
Eileen Anglin

Difficult people are found in every walk of life. They come in many forms.

Given that we can’t avoid or eliminate them from our world, the next best solution is to learn how to effectively deal with them.

Learning how to recognize what they are doing, and why that’s creating so much difficulty for you, and those around you, is the first step.

From that recognition, you can create a plan for how to shift the impact they have on you and the environment. There are a host of specific tools, techniques, tactics and strategies that will work when you want to shift the relationship and outcome. Learning to use the right tool, technique, etc. in the right situation is key to creating positive change.

Areas Covered in the Session
This webinar is for you if:
You interact with people
You’re frustrated and exhausted by some of the people you have to deal with regularly
You spend way too much time thinking about how to deal with one or more people in your world
You have a team or organizational leadership role
You want specific practical tips, tools, techniques, tactics and strategies to effectively deal with the most difficult people in your life
Participants will learn:
Where specifically to focus your energy to create a positive change in the relationship
A very targeted set of skills to use with difficult people
Advanced conflict strategies for making even the most seemingly intractable situation productive
What to watch for in body language and the counter-intuitive response that will completely shift the situation
Diagnosing their preferred style of communication and how to adapt yours to change the way they connect with you
How to create a practical, effective outcome focused plan
Why some of the words and phrases you have been using have not been working and what words and phrases to use instead

Event link : https://www.traininng.com/webinar/-201315live?channel=marinmagazine-APR_2020_SEO
Contact Info
Traininng.com LLC
Email: traininngdotcom@gmail.com
Phone: US: (510) 962-8903
Phone: Zurich: +41 – 43 434 80 33
Website : https://www.traininng.com

Monday Evening Quiet Meditation @ Sukhasiddhi Foundation
Apr 6 @ 7:00 pm – 8:00 pm
Monday Evening Quiet Meditation @ Sukhasiddhi Foundation

Join us on Monday evenings for a free, open sitting. No prior experience is necessary and there is no need to register – just drop in!

Meditating with a group can be a powerful support for beginning or deepening your spiritual practice. Feel the support of shared silence and discover the inner sanctuary that lies within each individual heart as well as our collective heart.

Come and get to know the Sukhasiddhi Center!

Join Us:

Monday evenings, 7:00 – 8:00 p.m.

Free! Registration is not required.

Sukhasiddhi Foundation is a home for Tibetan Buddhism in the West. We offer a range of meditation, classes, retreats, and study programs for people at all levels. Our emphasis is on the cultivation of both wisdom and love. We are a community of mutual respect, loving kindness, and joy.

Learn more: https://sukhasiddhi.org/meditation/

Apr
7
Tue
Must Need This Workplace Skills, Workplace Strategy Courses @ Online
Apr 7 @ 10:00 am – 1:00 pm
Must Need This Workplace Skills, Workplace Strategy Courses @ Online

Overview
Supervisors and managers are often reluctant to criticize and discipline employees. The hope is that the problem, or the problem employee, will go away on their own. As a result, issues aren’t addressed on a timely basis and, when they are, they’re not handled successfully.

Learn constructive strategies that won’t make your employees feel angry, resentful or act out in passive-aggressive ways. This practical webinar is designed to teach a variety of approaches to constructively criticize and effectively discipline employees.

From longtime methods like progressive discipline to newer, alternative techniques, you will learn tools and techniques for bringing forward more productive behaviors from employees and those you report to.

Why you should Attend
The ability to give tough feedback will help keep your organization’s goals and mission intact, and support company standards for employees. Without this, organizations run the risk of substandard performance and lowered productivity.

Areas Covered in the Session
Practical, Relevant Information Regarding How to Constructively Criticize and Discipline Employees

Progressive Discipline

What Is It?
When Is It appropriate? What Are the benefits? Drawbacks?
What other approaches can you Use to support desired behavior from employees? How do you choose which approach to use?
Effective Coaching Approaches

Key Concepts
The POR Method
Keys to Getting Desired Behavior from Supervisors/Bosses and Direct Reports
Giving Feedback, Effective Phrasing
Other Success Tips
Tips for Completing All-Important Meetings and Follow-up
Who Will Benefit
Company Owners
Senior Executives
Supervisors
Directors
H-R Managers

Event link : https://www.traininng.com/webinar/-201377live?channel=marinmagazine-APR_2020_SEO
Contact Info
Traininng.com LLC
Email: traininngdotcom@gmail.com
Phone: US: (510) 962-8903
Phone: Zurich: +41 – 43 434 80 33
Website : https://www.traininng.com