Ini merupakan Try Out bagaimana teknis UAS Semester Genap 1415.
Untuk KELAS X APTKJ
Materi : (Microsoft Word, Powerpoint, Excel)

SILAHKAN DICOBA !




by Sharlyn Lauby on May 17, 2015


The business world today is experiencing a leadership gap. We talk about the skills gap and the challenges facing recruiting. What about leadership? It only seems logical that if there are gaps at other levels of the organization…there will be a gap at the leadership level. I don’t hear anyone saying, “We have plenty of great leaders; we just don’t have any good employees.”


Organizations need to take an active role in creating their leaders. It doesn’t seem practical to assume that one activity alone can prepare future leaders. Educational institutes cannot do it alone. The individuals themselves cannot do it alone. Business must be involved.


I recently had the opportunity to speak with Elad Levinson. What intrigued me about our conversation is his background. He is both an experienced organizational development and effectiveness consultant as well as a practitioner of mindfulness. His background includes senior management roles with Stanford University, Agilent Technologies and ICANN. I wanted to hear his thoughts on balancing our roles as leaders in business world with mindfulness.


Elad, what would you say are the key competencies an individual needs to be successful in today’s business world?



[Elad] The most underrated competencies are those that require self-understanding. For example, a very important competency is the ability to regulate your internal responses and reactions to external triggers, like difficult conversations. This competency requires three traits:

  • Awareness of internal conditions that lead to specific reactions;

  • Language skills that make it possible to name and monitor those feelings that often accompany cognitive responses; and

  • Organizational methods for putting the response in specific terms that accomplish your intended outcome.

That being said, are employees being provided the opportunities to develop the competencies you’ve mentioned (whether that takes place in a school or work setting)?

[Elad] I think time starvation has become the enemy of learning and development. It’s also the one issue that we have a lot more influence over than we give ourselves credit for! It just takes focus, discipline, and a clear sense of what is important.


All too often I hear leaders say that the training of their direct reports or team members is cast off as not urgent or not essential. Most company cultures are not challenging the assumptions that multi-tasking, frequent interruptions through all manners of communication, office inefficiencies and the like occupy so much time but produce very little value in the long run.


When Bill Sullivan, the longtime CEO of Agilent, took his role he said the job of a leader is to set strategy, build organizational capability and capacity, and execute on results. That’s why creating space for learning and development is so crucial. I regret that the development cultures of long-standing good companies have begun to ignore the need for employees to grow, learn, and expand their portfolio of skills for the exigencies of today.


Since human resources is traditionally involved in conversations about succession planning, recruiting and leadership development, what can HR do to bridge this gap between the skills needed for success and the opportunities necessary to get them?



[Elad] I strongly believe that HR has a critical role in the cultural development of a company’s learning and development model. Here are three crucial steps that HR can take to improve the likelihood that competency building is the norm:

  • Develop a position paper that articulates the best practices of development cultures. The paper should include a business case for the resources, time, and intention to place development as an intrinsic part of the company. Take that position paper and stump for the acceptance and approval at every stakeholder meeting and with senior staff.

  • Make the HR department function as an exemplar of development. Show how your staff is developing the skills and capabilities needed for HR to function today and in the future.

  • Be sure development is a critical competency in the framework of performance management. Build it into the reward and recognition system and place incentives and consequences for leaders who ignore the development of their people and themselves.

Don’t be afraid to be a monomaniac with a mission. Better to go down knowing you stood for what was right than to give into the tendency to act on urgency not strategy.
 

I’ve noticed a growing conversation about mindfulness and leadership. As one of the first to apply the stress theory to business and leadership, how can mindfulness help individuals and organizations develop better leaders?

[Elad] I think of meditation as mind and emotional intelligence training. There are quite subtle but exceptional outcomes from mindfulness training that are valuable for any leader. According to my peers and my staff, mindfulness training has made me:

  • Less reactive and more likely to listen carefully to others’ perspectives—especially when they are directly in conflict with my own intentions or assumptions. I am able to consider that I might be wrong or need to be inclusive of views that challenge my own.

  • Intent on generating and cultivating goodwill with my peers, staff and stakeholders. I tend to know how to incline my thinking and actions so that it is in line with my intent to do well in speech or action.

  • Better able to investigate myself. I am extremely curious and you will know this if you are short on time and listening to my latest curiosity or passion-driven exploration! I am aware of so much more of my personality that used to be quite unconscious—and perhaps motivating—but not particularly skillful. My curious nature extends now to understand my drives and motives, and prevents me from mindlessly reacting.

  • Insight seems to be an important skill that is developed by mind training. I can see into problems and decision-making processes that in the past I might have ignored or been mindless about.

  • I know that my newfound authentic interest in others’ perspectives leads them to trust me and work more collaboratively with me. I am not a threat to their intentions and desires since I am committed to being inclusive and cooperative when it is appropriate.


Over the years, you’ve been a trusted ally and coach to executives and leaders. This has led to innovative approaches helping leaders thrive on change. Tell us about the course you’ve created for Praxis You called “Thriving on Change.” What will this program provide organizational leaders that isn’t being taught in B-school?

[Elad] Thriving on Change rests upon three pillars. These pillars are:
  1. Mindful awareness. This is operationalized in the course as both moment-to-moment awareness of the incremental and subtle changes occurring internally and in the business environment, as well as an awareness of reactions that are emotional, cognitive and physical.
  2. Focus, attention and relaxation. In the course there are skills and tools that train participants to learn how to focus for long periods of time with less stress; lift attention off a focus and place it somewhere else consciously and intentionally; and relax attention when ‘underdoing it.’ Students are also trained how to direct the attention of staff and others to the right stuff—that which is strategic and important.
  3. Generating and cultivating goodwill. Goodwill is that invisible but critical lubricant that makes cooperation, collaboration and skillful conflict resolution possible. Mental and active tools that help the learner incline herself to goodwill will in turn promote a culture of positivity (and often result in voluntary stakeholder engagement).
Thriving on Change’ rests on the assumption that learning these skills will give users the toolkit to make the right strategic decisions, mindfully, in times of high stress. As such, the course is highly action-oriented with varying ways to incorporate new or more highly developed competencies into your daily life in both personal and professional scenarios. To learn more, visit https://morethansound.net/praxis/.

Many thanks to Elad for sharing is expertise with us. If you want to stay in touch with his work, you can download his new ebook “Learn to Dance on Jello”, or follow him on Twitter. He’s currently the senior organizational effectiveness consultant at 4128Associates and you can reach out to him there as well.

While I continue to believe that leadership skills need to be developed at every level of the organization, that doesn’t mean that they should be developed in a singular fashion. Companies need to cultivate leaders using a variety of methods and topics.

Image courtesy of Sharlyn Lauby
GLADIRESIK PUKUL 13.00 WIB, HARI SELASA 12 MEI 2015 DI SMK NEGERI 3 BALEENDAH.

PENGUMUMAN LEBIH LANJUT HUBUNGI KETUA ANGKATAN 2014/2015, RESTY APRILIYANTI !!

BERIKUT INI SEKILAS ACARA "RUNDOWN", HAL-HAL YANG BELUM TERMUAT BISA DIKONFIRMASI LANGSUNG PADA PAK ALAMSYAH NURSEHA. SEBELUM HARI "H" !

pelepasan smk

 PENGUMUMAN ACARA PELEPASAN RABU, 13 MEI 2015 :


1. KOSTUM SOPAN, MODERN. (PRIA & WANITA)
2. BAWA TOPI TOGA (WARNA TALI SESUAI JURUSAN).

3. UNTUK KELAS X & XII SILAHKAN KOMUNIKASI DENGAN WALI KELAS!
4. UNTUK ATURAN ALUMNI SEMUA ANGKATAN HUBUNGI PAK JAJANG SUHERMAN.

ACARA

1. GLADIRESIK ACARA PELEPASAN HARI SELASA, 12 MEI 2015, START PUKUL 13.00 WIB s.d SELESAI.
2. HIBURAN / PENAMPILAN (BAND, TARIAN, PUISI, TEATER, dll) :
DAFTARKAN DIRI KALIAN KE :
OSIS, PAK WILDAN, BU TETI, PAK ALAMSYAH.
3. SELURUH KELAS XII YANG MEMILIKI DOKUMENTASI DARI KELAS X - XII BISA DIKUMPULKAN SEGERA KE OSIS.
4. KELAS XII YANG MEMILIKI ACARA TAMBAHAN (SURPRISE) BISA SECARA KHUSUS UNTUK MENGHUBUNGI PAK WILDAN.

HAL LAIN YANG BELUM JELAS, DIPERJELAS DIKEMUDIAN HARI.

STAY ON YOUR COMMUNICATION LINE.

UNTUK MEMPERLANCAR KOMUNIKASI, SILAHKAN FOLLOW TWITTER :
@alamsyahnurseha @smkn3be @OSIS_SMKN3BE
atau invite saya ke Jaringan Komunikasi anda setiap kelas!!
Jangan via BeBeeM via BeBeJa saja...

MOHON DISHARE ! SEGERA !














Kami paham,
dalam "berfikir" janganlah kikir,
dalam "membantu" janganlah merasa buntu.
Tidak terhenti jika benci,
karena lempar panah harus memiliki sasaran
dan tak usah komentar jika tak bernalar
- Mr. Alex -
-7.11939°           107.62988°

Di atas hanyalah sebagian dari ribuan foto 
yang diabadikan oleh siswa SMK Negeri 3 Baleendah.
Do'a Kami, "always happy ending"
Butuh semua foto tinggal klik :















Di atas hanyalah sebagian dari ribuan foto 
yang diabadikan oleh siswa/i SMK Negeri 3 Baleendah 
Pasca Ujian Nasional 2015.
Butuh semua foto tinggal klik :
With the horrific behaviors of some people there is a renewed focus on the topic of abuse. It is completely appropriate that these conversations are taking place. No advancement in human history has occurred until people started talking about. I’m not going to get into the specifics of each of these cases. But it’s important to talk a little bit about the leadership implications of abuse: in all of its forms.

Abstract

Posting saat ini berkaitan dengan teknologi sosial media dan website yang merupakan suplemen untuk pengalaman pendidikan tinggi dan cara untuk mendorong pengetahuan generasi muda baik intra dan ekstrakurikuler. Media yang kolaboratif memerlukan pemikiran ulang kerangka teoritis sehingga kita mampu melibatkan praktek masyarakat dan mahasiswa. Telaah Jurnal ini menawarkan pemikiran ulang tentang media sosial dari Vygotsky (1978) tentang konseptualisasi konstruktivisme sosial dalam komunitas pembelajaran dengan menghadirkan dua studi kasus penggunaan platform media sosial melalui praktek komunitas Facebook dan juga berbasis wiki, sehingga siswa mampu ujian. Setiap penelitian memiliki keuntungan pedagogis dan kerugian juga dalam menggabungkan media sosial dalam kurikulum melalui pengembangan konstruktivis berbasis sosial.
Pergaulan bebas dan seks bebas saat ini menjadi ancaman generasi muda. Polusi pornografi tampaknya tengah meracuni generasi digital saat ini melalui HP, Internet dan gadget digital lainnya. Tampaknya faktor pendidikan seks kepada anak dan remaja adalah salah satu faktor penting untuk pencegahannya.
Pendidikan seks adalah suatu istilah digunakan untuk menjelaskan pendidikan mengenai anatomi seksual, pembiakan seksual, perhubungan seks, dan aspek-aspek lain kelakuan seksual manusia. Lebih umum untuk pendidikan seks adalah ibu bapa, guru sekolah, dan petugas kesehatan.
Pendidikan seks bertujuan memberikan pengertian yang memadai mengenai perubahan fisik, mental dan proses kematangan emosional yang berkaitan dengan masalah seksual pada remaja. Pendidikan yang tepat akan mengurangi ketakutan dan kecemasan sehubungan dengan perkembangan dan penyesuaian seksual (peran, tuntutan dan tanggungjawab)
Pendidikan seks yang baik harus memberikan pengetahuan tentang kesalahan dan penyimpangan seksual agar individu dapat menjaga diri dan melawan eksploitasi yang dapat mengganggu kesehatan fisik dan mentalnya.
Jika memberikan pendidikan seks pada saat anak mulai memasuki usia remaja, maka itu sudah terlambat. Karena di zaman di mana informasi mudah didapat dari Internet dan teman sebaya, maka saat anak usia remaja mereka telah mengetahui lebih banyak tentang seks dan kemungkinan besar dari sudut pandang yang salah
Penelitian menunjukkan, bahwa pendidikan seks sejak dini akan menghindari kehamilan di luar pernikahan saat anak-anak bertumbuh menjadi remaja dan saat dewasa kelak. Tidak perlu tabu membicarakan seks dalam keluarga. Karena anak Anda perlu mendapatkan informasi yang tepat dari orang tuanya, bukan dari orang lain tentang seks.

Rasa ingin tahu yang besar pada anak dan remaja, akan selalu berusaha mencari hal yang ditabukan pada usianya. Bila anak tidak dibekali pendidikan seks, maka anak tersebut akan mencari jawaban dari orang lain, dan akan lebih menakutkan jika informasi seks didapatkan dari sumber yang tidak benar atau Internet yang informasinya bisa jadi salah. Karena itu, lindungi anak-anak Anda sejak dini dengan membekali mereka pendidikan mengenai seks dengan cara yang tepat.
Pendidikan Lintas Waktu
Pustiknas
Posting saat ini, penulis hanya mencoba untuk berbagi dengan teman-teman Mahasiswa Program Doktor (S3), Pascasarjana UNINUS, yang telah melakukan penelitian di Balai Pelatihan dan Riset Teknologi Informasi dan Komunikasi, Pusat Teknologi Informasi dan Komunikasi Nasional, Kementerian Komunikasi dan Informasi.
Isi dari Lampiran ini adalah :
1. Foto-foto Kegiatan
2. Brosur NICT 2013
3. Leaflet Dalam Negeri 2015
4. Pamflet Kominfo
5. dll.
Jika berminat, silahkan klik Link ini : Lampiran Kunjungan

Doktor UNINUS PUSTIKNAS
Doktor UNINUS PUSTIKNAS