You're about to create your best presentation ever

Capstone Powerpoint Template

Create your presentation by reusing a template from our community or transition your PowerPoint deck into a visually compelling Prezi presentation.

Capstone PowerPoint

Transcript: In conclusion, i found out that my thesis satement was proven to be true and there is a way to siimultaniously utilize the services of both a Physical Therapist and a Personal Trainer on order for an individual to acheive top phsical form. The thesis statement for the PowerPoint serves to as if while there are similarities and differences between Personal Trainers and Physical Therapists, is there still a way for people to utilize the services of both occupations in order to acheive top physical fitness as an individual. While going through my research, I also found some differences between these two occupations and they include: Points of Curiosity Jorden Smith Carrer Analysais and Ultilization Exercise Science & Sport Medicine Are there smiilarities between Personal Trainers & Physical Therapists What are the differences between Personal Trainers & Physical Therapists How would these 2 occupations relate in the medical field Could both of these occupations work together in order to help individuals acheive top physical form Can the similarities and differences be cause for any disagreements in working together P R O P O S A L Jorden Smith Exercise Science & Sports Medicine Career Analysis & Utilization One being mostly private practices, and one being a public practice Personal Training only requires certification, Physicla Therapy requires licensure and certification Physical Therapy provides sertvices that primarily rehabilitates, Personal Training primarily strengthens or helps athletes Even though they have their differences and similarities in the field of sports medicine, the possible effective way to do this by having a persoal trainer and a physical therapist come together ad design for you a plan which will then be integrated into your exercise plan and physical fitness is gauranteed! The topic was selected for the purpose of comprehending the differences between Personal Trainers and Physical Therapsits and learning how to simultaniously use their services to acheive top physical form and performance. While going through my research process, i found that there are similarities between these two occupations that include: Implementing exercise programs for individuals Engaging in the consultation of individuals as well as the education of fitness for the person Referral of an individual to another fitness professional if need be Workikng in similar fields such as hospitals, private practices, sports and fitness facilities, and rehabilitation facilities

Capstone Powerpoint

Transcript: Individuality vs. Togetherness Phase Two: Leadership Development Through Coaching Goals for Managing Self Background Goals for the Company Managing Myself Phase 1: Entry and Personality Phase 2: Creating a Vision Phase 3: Contracting KPI's Phase 1 Intervention Phase 2 Intervention KPI - Results Summary Background MBTI Leadership & Self-Deception (Scott, 2002) Covert Processes (Scott, 2002) Triangulation Power & Systems, 1978, p.3 (Gilbert, 1992) Arbinger Institute. (2000). Leadership and self-deception: Getting out of the box. San Francisco: Berrett-Koehler. Block, P. (2011). Flawless consulting a guide to getting your expertise used (3rd ed.). San Francisco, CA: Jossey-Bass/Pfeiffer. Butler, T., & Waldroop, J. (2001). Managing Away Bad Habits. Harvard Business Review, 89-98. Retrieved from http://harvardbusinessonline.hbsp.harvard.edu Gilbert, R. (1992). Extraordinary relationships: A new way of thinking about human interactions. New York, NY: John Wiley & Sons. Goffee, R., & Jones, G. (2005). Managing Authenticity: The Paradox of Great Leadership. Harvard Business Review, 1-8. Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78-90. https://www.haygroup.com/downloads/fi/leadership_that_gets_results.pdf Dezieck, J. (2010). The four room apartment model of change for understanding and choosing action strategies. Retreived October 7, 2014, from https://wildcats-dev.mit.edu/learning-development/learning-topics/change/articles/four-room Kaner, S., & Lind, L. (1996). Facilitator’s guide to participatory decision making. Philadelphia, PA: New Society. Kotter, J. (2001). What leaders really do. Harvard Business Review, 3- 12. Levin, I. (2000). Five windows into organization culture. Organization Development Journal, 18(1), 83-92. Lask, M., & Norlin, P. (2008, May 1). The coach as witness: A new look at coaching. Maccoby, M. (2004). Narcissistic Leaders: The Incredible Pros, the Inevitable Cons. Harvard Business Review, 1-9. Retrieved from http://harvardbusinessonline.hbsp.harvard.edu Marshak, R. (2006). Covert processes at work managing the five hidden dimensions of organizational change. San Francisco, CA: Berrett- Koehler Marshak, R. (2006). Organizational development as a profession and a field. In The NTL handbook of organization development and change. San Francisco, CA: Pfeiffer. Myers-Briggs, I., & Cook, K. (n.d.). The Myers & Briggs Foundation – MBTI® Basics.Retrieved April 4, 2015 http://www.myersbriggs.org/my-mbti-personality-type/mbti- basics/ Oshry, B. (2007). Seeing systems unlocking the mysteries of organizational life (2nd ed.). San Francisco: Berrett-Koehler. Power and Systems - Self-in-System Sensitizer. (1978, January 1). Retrieved April 30, 2015, from http://www.powerandsystems.com/component/content/article/50- articles/257-self- in-system-sensitizer.html Scott, S. (2002). Fierce conversations: Achieving success at work & in life, one conversation at a time. New York, NY: Viking. Tharp, B. (2009, April 1). Four organizational culture types. Retrieved From http://www.haworth.com/docs/default-source/white-papers/four-organizational-culture-- types_6-pdf-28545.pdf?sfvrsn=6 Whitney, D., & Bloom, A. (2010). The power of appreciative inquiry a Practical guide to positive change (2nd ed.). San Francisco, CA: Berrett-Koehler. Managing a Triangle Recognize one has formed. Identify position in the triangle. Learn how to shift the triangle. Phase One: Culture OUTLINE Going from Good to Great: Laying the Foundations of Growth (Arbinger Institute, 2000) Design Goals: Paraphrasing - Tracking - Establishing Common Ground WHY? Designing a meeting for his employees to share his vision, they can all work towards a common, and transform his vision into a reality. Tap into Ashraf’s leadership skills. RESULTS Meeting design for the future! Appreciative Interviews Summary Phase Three Contracting Sustainability Binder Source of Reference for Client Foundation for Growth Reduces Time Needed to Invest in Managment (Marshak, 2006) Ashraf Ayoub General Contracting LLC - Relationship is based on little togetherness. - Neither one wants to shift their individuality. - Need to explore each self in an open relationship to each other. Control/Compete Culture Autocratic (Kaner, 1996) The Perfect Storm Eslam's return into the company. Ashraf's departure overseas. Resolution of over-functioning and under-functioning relationship. Results Gain in confidence to make decisions. Create relationships as a leader to his employees. Take on bigger responsibilities. Meeting Design Parameters Differentiation Phase Two: Appreciative Inquiry (Whitney, 2010) (Gilbert, 1992) Above the Table Topics openly expressed Under the Table Topics never mentioned Chris Argyris, then popularized in The Fifth Discipline Fieldbook (1994) by Peter M. Senge and others. Intention: understand the owner, the culture, and the employees to help them transform from good to great on their journey to success. Become more organized, relay

Capstone Project Powerpoint

Transcript: Throughout every minute of the day, teenagers are facing real danger. *Most danger is not all physical, in fact majority of abusive interactions are emotional. *Teen violence ranges from physical and verbal abuse, to “cyber bullying”, to hazing in schools & dating violence. Hazing is usually defined as a group of kids humiliating for a specific purpose, or sometimes whether the person volunteers for it or not. It is one of the hardest acts of violence to stop because it escalates quickly. People in fraternities, etc. wait for their chance of power to initiate their own form of hazing. It seems no matter how cruel the acts are, for that one chance of power nobody wants to break the cycle. *Remember communication is key !!! Always try keeping an open conversation with those in surroundings. Show some support to those you think are causing self-harm. Set good examples. Show courtesy for others around you and surroundings ! What is Teen violence ? *Hazing Aggressive behavior Lashing Out Does not mind being easily isolated Blaming others for their problems. Extra sensitive * The Effect of Violence on Oneself *School Violence *Signs *Violence takes a toll on the person who encounters it, and all the things their life consists of. EX. If a child was very into their schoolwork, being bullied could cause them to lose focus, just because they would be so worried about their safety. The teen may miss out on important things like school events, work etc. just because of fear of confrontation. *When violence becomes this much they direct pain or violence to themselves or others. Those actions if noticed could be a cry for help. *School violence is becoming a growing problem area for teens. *Kids are usually being pressured to commit violence acts on each other or those in a lesser power. *When students are abused, they gain the feeling to want to retaliate, and this leads to another form of violence between different groups of kids . . . . HAZING! Teen violence often occurs in many different forms & cause serious harms to teenagers. Things to look for when you suspect self-harm Scars ; Seen & Invisible *Prevention

Now you can make any subject more engaging and memorable