Sorin Dumitrascu

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About Sorin Dumitrascu

Sorin developed and delivered on management, project management, computer literacy, human resources, career development, soft skills for employees and even corrections incidents management.

Currently working as a prison service consultant, he is a certified trainer and project manager, holding a master degree in International Relations and Policy Making and a bachelor degree in Law and Public Administration.

Sorin coordinated during the last 10 years projects in the areas of rule of law, regional development and human resources.

He has more than 10 years of middle/senior managerial experience within the civil service (justice, corrections, internal affairs, training), private sector (project management, consultancy, training) and NGO (industrial relations, rural development).

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Books By Sorin Dumitrascu

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Discovering Your Strengths: A Practical Guide (Skills Book 3) 12 Nov, 2020

by Sorin Dumitrascu

( 20 )

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Everyone has talents and skills that make them unique in some way, but many people aren't aware of them, or how to use them to improve their lives. In this course, you'll learn about the difference between talents and skills, and why it's important to know what talents and skills you possess. This course also covers techniques for identifying your unique capabilities, and outlines what you should include in a talent action plan to utilize and develop your key talents.

There's always room for improvement, right? Self- improvement is a lifelong journey that can have lasting positive impacts on your personal and professional life. In this course, you'll learn about the key principles for committing to self-improvement. You'll also learn how to create a plan to organize self-improvement activities, how to build and maintain an effective self-improvement mentoring relationship, and what common obstacles you may encounter in your self-improvement efforts.

Self-confidence is a crucial factor in your willingness to face challenges and take risks, both in your personal and your professional life. Your self- confidence isn't just something that affects you; self-confidence radiates out to the people around you. Because self-confidence can fluctuate, you need to be able to evaluate your current level, raise it when necessary, and maintain it. In this course, you'll learn about techniques for assessing, increasing, and maintaining a healthy level of self-confidence.

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Effective Teamwork: A Practical Guide (Skills Book 8) 13 Nov, 2020

by Sorin Dumitrascu

( 9 )

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Technological advances, global competition, environmental and legal issues, these and other forms of workplace turbulence mean that companies have to constantly adapt. One way companies have adapted is by using teams in the workplace. In fact, leaders in business and industry increasingly point to being able to work collaboratively as a key to success in a worldwide economic environment.

In this book, you'll learn techniques to help you become even more effective and valued as you maximize your role as a team member. You'll explore ways to adopt a positive approach to being on a team as you develop and maintain a positive mind-set about your team. You'll also learn how to be proactive and how to demonstrate tolerance toward team members. And you'll understand how to work collaboratively to achieve your team's goals.

Any group of individuals will contain people with distinct personalities, specialized skills, and ideas of what they want to accomplish. So, just what makes a team, a team? The one characteristic that distinguishes a team from an ordinary group of people is that the highest priority of its members is the accomplishment of team goals.

In this book, you'll learn about establishing team goals, aligning team goals and competencies, and clarifying expectations about individual and team responsibilities.

Teams are a familiar concept. Since childhood, most people have been a member of one team or another, from sports teams to work teams. Being part of a team means working with others toward a common goal. Team cohesiveness – how bound together the team members are – determines how effective the team will be, particularly in responding to outside pressures.

In this book, you'll explore the three strands of the cord that intertwine to create a cohesive team: communication, cooperation, and trust. You'll learn to recognize some of the indicators that point to a lack of cohesion and the elements they signify are most lacking. You'll also learn to apply the strategies for building trust, improving communication, and increasing cooperation to improve overall team cohesion.

Effective communication doesn't just happen. True, some people seem to have an innate ability to always get their points across clearly. And some people seem to be naturally good at listening and getting people to open up. But for many others, perhaps yourself included, effective communication is something they have to work at. And in a team environment, it's vital that you maintain open communication – it's the only way your team can be effective.

Perhaps you've heard the proverb "See no evil, hear no evil, speak no evil." While its origin and meaning are still debated, one common, modern interpretation is that it describes the desire to avoid becoming involved in a situation. Imagine how your team would function if all its members shared this philosophy.
Most business experts would agree that if you have information and ideas that would help someone perform better, it's practically unethical not to share them. This is strong, yet appropriate, advice for teams that want to achieve optimal performance.

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Negotiation Essentials: A Practical Guide (Skills Book 1) 26 May, 2017

by Sorin Dumitrascu

( 24 )

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Everyone, at some point, has to negotiate. In fact, people negotiate almost daily to get what they want or need. The real trick to negotiation is to make both yourself and the other person happy. You may get what you want, but if you get it at the expense of your negotiation partner, your negotiation has failed. This course will show you ways to negotiate so that everyone leaves happy.
Many people view negotiation as something that diplomats and businessmen do in order to get what they want. While many of them no doubt approach negotiation with that mind-set, negotiation should be viewed as a collaborative, rather than competitive, process.
Negotiation is a process in which two or more parties with different needs and goals work together to find a solution that's acceptable to both.
In business, negotiation is a constant. In addition to negotiating deals or contracts, you'll need to negotiate with the people you work with on a daily basis.
Suppliers frequently ask for delays to deliver their products, buyers ask for extensions on payment, and employees ask for salary increases. Each of these requests requires negotiation skills to address properly.
If you can't negotiate through these issues, you won't survive in the workplace.
This course includes information you can use to become a better negotiator. You'll learn to recognize the actions that can help you negotiate successfully.
You'll learn about distinguishing between the two main types of negotiation: distributive and integrative.
And finally, you'll be introduced to the different styles of negotiation. Are you confrontational? Collaborative? Accommodating? This course will show you which style, or combination of styles, is the most appropriate in a given situation.

If you've ever tried to negotiate without being properly prepared, you may know firsthand what it's like to not get what you want. Consider Jose, who was honest and heartfelt when he told his boss, "My mortgage went up and my son needs braces. I need a raise!" Jose didn't plan for the negotiation, and only explained the situation from one point of view – his own. He didn't get the raise. But being prepared might have given him a better result.
In planning for negotiation, you have to figure out what you want and what the other side wants. You need to prepare for the give-and-take of negotiation, identifying areas of compromise and alternatives.
After all, an effective negotiation isn't a winner-take-all type of contest. Remember, many negotiations take place with people you need to work with after the negotiations are over.
Proper planning gives you the direction needed for effective problem solving at the negotiation table. In Jose's case, preparation could have helped him show how a raise would be a win-win solution.
Negotiation preparation allows you to be more confident, which gives you better control over the outcome. Preparation also gives you a greater understanding of the other party. This will help you craft a good solution.
In this course, you'll gain an understanding of the key considerations in preparing for negotiations.
You'll learn about determining overall goals and the needs, wants, and expectations of both sides of the negotiation. You'll also learn how to research the issues surrounding the negotiation and take into account the relationship you have with the other party.
You'll learn how to prepare for a negotiation by considering possible compromises you'll have to make and how to create negotiation value through trades. You need to research what outcomes would be good for both your interests and the other party's.
This course also covers how to identify the BATNA – which stands for best alternative to a negotiated agreement – in case a negotiation reaches an impasse.

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Problem Performance Management: A Practical Guide (Skills Book 5) 27 Nov, 2017

by Sorin Dumitrascu

( 13 )

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Do you have problem performers in your workplace? Do some of your staff members fail to deliver, or consistently arrive at work late? And whose fault is that? Do you blame them, or do you blame yourself?

Every organization has some problem performers, but these problems can be avoided. It's an uncomfortable lesson to learn, but an organization only has itself to blame when it has to play catch-up on problem performance.
When problem performance is accepted as a normal part of the organization's existence, then a golden opportunity has been missed.
So how do you prevent problem performance?
The recipe is plain and simple:
• Choose the right people--even if your new hires do not perform well, at least you know that they have the ability.
• Tell your employees exactly what you want them to do. If you haven't explained your standards of performance to your employees, then they will never meet your expectations.
• Tell your employees how they're doing. If you fail to give your employees feedback, eventually performance standards will drop.
Preventing poor performance isn't complicated. This course will teach you step-by-step prevention of problem performance in your organization.

Problem performance comes from problem performers, and they are easy to spot. They are the ones you are having problems with. That sounds easy, but this truism hides the real complexity of identifying problem performance.
This course will help you to distinguish between conduct and performance. Your response to one should be different from your response to the other. You might believe that good performance is a function of character. If so, what are the most significant attributes to look for?
And you might believe that excellent performance is developed by competition. This course will guide you through the controversial issue of forced rankings as a means of managing performance.
To manage problem performance, you will need to identify its causes to find relevant solutions. The causes may lie in the attitudes of workers, or their ability to perform. But you need to remember that your employees work in a context, and that sometimes the working system hinders good performance. This course will provide you with the information necessary to analyze the causes of problem performance in your organization.
In addition, you must be able to quantify levels of performance. You can't tell employees that they are not performing well, and then expect them to improve without quantifying and detailing that information. The last lesson in this course describes how to measure performance.
This course will enable you to identify problem performance. You will then be ready to tackle performance improvement.

Turning problem performance into good performance is probably the most important element of all performance management systems.
Before you can help an employee to improve her performance, you have to tell her that she has a problem. This, of course, sounds easy. But often the first step is the hardest. This course will guide you through the right way to begin.
Many managers think that their job is then finished--it's up to the worker to improve. They're wrong! This course will help you to create effective improvement plans, and to know when to use external agencies for support.

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Communicating Across Cultures: A Practical Guide (Skills Book 2) 11 Nov, 2020

by Sorin Dumitrascu

( 15 )

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With so much business happening on a global scale, cross-cultural communication is more important than ever before. Communication is always a challenge, and when diverse cultures interact, good communication can be even more challenging. For example, after a major U.S. corporation introduced a new breakfast cereal in Sweden, the company was horrified to discover that the cereal's name translates roughly as "burned peasant" in Swedish.
Imagine the embarrassment, not to mention the loss of revenues that probably ensued. And while this example seems amusing after the fact, cross-cultural miscommunications aren't always benign.
For instance, a large airline manufacturer developed its newest plane model to be flown by two pilots, with both pilots helping and correcting each other.
But what do you suppose happens when the pilots are from a culture in which a subordinate is inhibited by custom from correcting a superior? At least one airline company has had several close calls as a direct result of this "design flaw" – which is ultimately a communication lapse.
Now, you may not be involved in public safety or an industry in which communication errors can cause horrendous mishaps. But you'll likely soon be working with people from different cultures, if you aren't already. You need to learn how to handle cultural differences and maximize your communication opportunities.
And this course will help you do just that. You'll learn about important cultural differences that will help you adapt your communication style to be more effective. In the first topic, you'll learn about the importance of achieving a proper mind-set for cross-cultural communication. In the second topic, you'll study aspects of cultures that affect how people communicate across cultural boundaries. In the third topic, you'll learn about a model of cultural dimensions that will help you enhance your communication abilities.

The globalization of communication has brought with it opportunities to conduct business with people from all over the world. Inevitably, this means interactions and relationships between people who are culturally different. This is known as cross-cultural communication.
A simple definition of a culture is a group of people who share a common set of attitudes, beliefs, and behaviors, and who communicate through common language or symbols.
The culture in which people are socialized influences the manner in which they work, socialize, and interact with others.
If you want to understand and communicate effectively with people of different cultures, it's imperative that you understand how culture affects communication.
There are many different ways that people of different cultures give and receive information. They communicate in a variety of ways – through talk, silence, expression, emphasis, and gesture. People from different cultures place different emphasis on these methods, and have distinct expectations as to how each should be used to communicate, and what the message is that each conveys.
The best way to understand intercultural communication is to be aware of the five elements of the communication process.
The elements are sender, encoding, channel, decoding, and receiver. To communicate effectively, you'll need to understand the cultural context influencing each of these elements.

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Diversity on the Job: A Practical Guide (Skills Book 10) 13 Nov, 2020

by Sorin Dumitrascu

( 12 )

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Imagine an organization where everyone is the same. People have the same opinions. They're all close in age. Their backgrounds are similar. They even have the same political and religious beliefs. Would you want to work there?
Of course, such a company probably doesn't exist in real life. And even if it did, few people would want to work there.
Diversity makes things interesting. Interacting with people who offer fresh new perspectives can teach you how to broaden your horizons and find creative ways to solve problems.
A diverse workplace can even help you identify new markets, products, or business opportunities. Diverse groups are less likely to get stuck in routines and groupthink. In other words, diversity is good for business!
Because diversity is so important, understanding it is crucial, not just for the HR Department, but for anyone who works in a modern global company.
This course outlines the importance of diversity in the workplace:
You'll discover how the concept of diversity is constantly changing and the resulting myths surrounding it.
You'll also find out how diversity can benefit not only your organization, but you as an individual.
Finally, the course discusses some of the challenges and barriers to diversity in the workplace and ways you can overcome them.
Developing diversity isn't always easy, but the benefits far outweigh the effort required. If your company wants to achieve success in the changing marketplace and explore new sources of competitive advantage, diversity should be one of its priorities.

In today's global economy, people of all ages, races, religions, cultures, and backgrounds work together – in the same work environments and across worldwide electronic networks.
And with the availability of a much larger talent pool, nearly all organizations are working to harness the promise of diversity – that increased creativity and synergy are forged when people of differing talents, ideas, and backgrounds work together.
But diversity comes with problems too. Whether you're dealing with a teammate from another country or a client with a different educational background, communications are complicated. Misunderstandings and frustrations are the order of the day when people from different backgrounds apply their own behavioral standards and expectations to each other.
For you to succeed in a diverse environment, you must be able to work well with others who aren't like you. The three topics in this course deal with three different aspects of diversity: Self-awareness and Diversity, Embracing Diversity, and Communicating in a Diverse Setting.
Self-awareness and Diversity
The first topic presents the importance of self-awareness in succeeding in a diverse environment. You'll learn about some tips for determining your core values, core beliefs, and biases, as well as for taking control of your self-talk.
Embracing Diversity
The second topic presents some methods you can use to work successfully with people from different backgrounds. Methods include developing a nuanced world view and investigating the rationale for behaviors that may seem strange to you. This topic also covers actions you can take to become a diversity advocate.
Communicating in a Diverse Setting
The third topic presents some techniques for communicating effectively to ensure your message gets across to people who may communicate very differently than you do.
Diversity is important – and it's becoming more important by the day. Take to heart what you learn in this course. By embracing diversity, you're preparing for the future.

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Developing Effective Negotiation Skills: A Practical Guide (Management Book 8) 12 Nov, 2020

by Sorin Dumitrascu

( 15 )

₹ 349.00

In the business world, skilled negotiation can be the difference between growth and failure. Effective negotiators develop a set of tools and the skills to guide them through their use in the negotiation process. In this course you'll learn how to prepare for negotiations and the skills necessary to communicate effectively for success. You'll also learn best practices for countering ineffective negotiation techniques and overcoming negotiation challenges.

Effective negotiators achieve their goals by reaching agreement. Your negotiating skills make the difference between success and failure. In this course you learn the importance of building and maintaining trust in negotiations. You'll be introduced to personality types, and how to handle emotions and interests during a negotiation. You'll also learn how to facilitate agreement by providing options and how to handle continued resistance. Finally, you'll learn how to close the negotiation.

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Agile Project Management: The PMI-ACP Certification Course (Strategic Book 4) 18 Jan, 2016

by Sorin Dumitrascu

( 46 )

₹ 349.00

Agile projects are characterized by the use of short work iterations and incremental development of products, made possible by focusing on business priorities and customer value. The course provides an introduction to common agile methodologies, describes the relationship between defined and empirical processes, and highlights the key difference in regard to the triangle of constraints of agile versus traditional methods.
Guidance on how to take steps towards adopting an agile project management approach for those who currently use a traditional, plan-driven methodology is included. The relevant section discusses some common myths and misconceptions about agile development approaches, identifies factors to consider when deciding whether to adopt agile practices, and explains the general agile practices that a company may want to adopt.
This course is intended for project managers, program managers, or anyone who wants to efficiently participate in agile projects. It is aligned with the Agile Certified Practitioner exam objectives developed by the Project Management Institute® and Certified ScrumMaster learning objectives.

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Critical Thinking Essentials: A Practical Guide (Business) 7 Jan, 2017

by Sorin Dumitrascu

( 65 )

₹ 349.00

Critical thinking is essentially a method of thinking that encourages individuals to think for themselves in the pursuit of the reasoned and logical truth about any subject.
Elements of critical thinking guide the reasoning process. They include the purpose of your thinking, the information gathered, any predispositions you might have, relevant framing concepts, and the inferences and implications of what's learned.
Learning to think critically at work will help you be a better problem solver and judge of information, and a more dynamic contributor and effective communicator.
The elements of critical thinking guide your reasoning through the problems or issues you face at work.
The elements are identifying your purpose, defining the question you need to answer, challenging your predispositions, applying framing concepts, checking inferences, and considering implications.
Applying four strategies can help you continuously improve the quality of your thinking.
Be alert to vague thinking by clarifying the meaning of both your own thinking and the thinking of others. Make sure your thinking is focused on what's relevant – the question you're trying to answer. Formulate effective questions by making sure all your questions are designed to improve your understanding of the main question or issue. Be willing to explore alternative views, and be open to the possibility that you may learn something worth changing your mind for, because it improves your thinking.

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Risk Management: A Practical Guide (Advance Book 6) 27 Jan, 2018

by Sorin Dumitrascu

( 54 )

₹ 349.00

As a manager, it can be a challenge to ensure your team's project is finished on time and within budget. Risks such as rising costs, new regulations, and volatile markets can all affect your project's goals. But what exactly is risk? A risk can be described as the combination of the likelihood and consequences of an event occurring. To mitigate or avoid these consequences, your organization needs to have an effective risk management strategy in place.
Risk management enables you to highlight the risks that your project is exposed to. It also allows you to develop a contingency plan to overcome them. Some of its main aims are to secure an organization's cash flow, to protect its reputation and resources, and to ensure projects stay within budget.
Risk management consists of a three-step process. First, you identify the potential risks to your project. Second, you assess the risks in terms of their probability and severity, and prioritize them accordingly. And third, you deal with the biggest risks to your project by creating an effective plan of action.
This course describes how to carry out the first step, identifying risks. You'll learn about the different risk identification techniques involved, such as root cause analysis and documentation reviews, and you'll find out when they should be used. You'll then examine one specific technique, brainstorming, in further detail. You'll learn how to prepare and conduct your session and manage group dynamics. You'll then have an opportunity to practice facilitating a brainstorming session in a simulated situation.
At the end of this course, you should be better able to identify risks to your project. And you should find it easier to overcome some of the challenges of conducting a brainstorming session.

There are four questions you must ask when assessing opportunities for your department or individual project.
The first question is, "What events would increase the probability of the opportunity occurring?" There are many variables you may be able to change with regard to an opportunity's likelihood.
The second question is, "How can we encourage those events to occur?" This involves deciding what actions to take to improve the chances an opportunity will come about.
Once an opportunity presents itself the third question is, "How can we capitalize on an opportunity that occurs?" Make sure you have the right resources in place to get the most benefit from the opportunity.
The fourth and final question is, "How will we know when the opportunity has occurred?" Set out triggers and a timeline to measure the opportunity's progress.

As a manager, you probably have to deal with risks from time to time in your organization. Some risks are negative and may pose a threat to your plans. Others have an upside and offer positive opportunities. Whatever type of risk you encounter, it's important to deal with both threats and opportunities in an effective way.
To help deal with risk effectively, you need to put a risk management - or RM - process in place. The first stage in this process is to identify the risks you're dealing with. Stage two is to assess the risks you've identified. And at stage three you deal with the risks. This course focuses on stage three of the risk management process - dealing with risk.
When dealing with risks, it's important to choose the most efficient and cost-effective response in each case.
This course describes various ways of responding to threats effectively. So, you'll be better equipped to manage threats when they do occur.
The course also outlines various responses you could consider when you encounter an opportunity. This should help you to seize opportunities and make the most of them.

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Working with Difficult People: A Practical Guide (Strategic Book 7) 12 Apr, 2017

by Sorin Dumitrascu

( 11 )

₹ 349.00

Almost everyone has encountered difficult people in the workplace. Difficult people can exhibit different behaviors, such as rudeness, yelling, gossiping, ignoring, or harassing. Being able to deal with these people can make for a less stressful and more productive work environment.
To effectively deal with difficult people, you first need to be able to identify the type of difficult person you're dealing with. Then you can have a better understanding of the person's motivations. This will enable you to determine how best to deal with their behavior.
Identify difficult people
Difficult people can exhibit different behaviors. However, they can be categorized into a few common types. Think about some difficult people you've encountered. Perhaps someone who complained all the time. Or someone who seemed to be out only for themselves. By being able to identify the type of difficult person you're dealing with, you can better prepare a strategy to use to deal with that person.
Understand motivations
Difficult people are motivated by many things. One person might be motivated by a need for attention. Another might be motivated by a fear of failure. By understanding what motivates difficult people to act the way they do, you'll be in a better position to begin to be able to deal with them.

In this course, you'll learn a few steps you can take to cope with the difficult behavior and do just that. Keep in mind that each person is an individual and what works for one may not work for another.
Dealing with difficult people is never pleasant. They can cause all kinds of problems and uncomfortable situations. Learning how to best deal with difficult people is a skill that will serve you well. In this course, you'll learn about some common types of difficult people and their motivations, as well as steps you can take to deal with their behavior.

Have you ever encountered someone who broke into a sudden rant? Maybe they said something like "I have never heard anything so ridiculous in my life! You're kidding me right? Why am I the only one with the intelligence to see a problem here?"
This behavior is aggressive – hostile-aggressive, to be precise – and it's one of the most difficult behaviors you'll face.
You may have also encountered the more subtle passive-aggressive behavior. Whether subtle or overt, you have to be prepared to deal with these expressions of aggression in the workplace. Hostile-aggressive and passive-aggressive behaviors are learned, and the basis of each is anger. However, each type also has its own traits.

Hostile-aggressive behavior is relatively easy to spot. Individuals who behave in a hostile- aggressive manner are openly angry. They'll often yell and use personal, verbal attacks to get
what they want. They're difficult to work with because their personal attacks can raise your own anger and stress levels. It's hard to stay calm and focused when you're being treated with disrespect.

Passive-aggressive behavior is more subtle than hostile-aggressive behavior. Passive aggressive individuals are experts at manipulation and go to great lengths to hide their true intentions. They don't show anger. Passive-aggressive behavior is hard to deal with because you never know what's really going on. You can't trust the intentions of a passive-aggressive person.
This course outlines behaviors to look for to recognize hostile-aggressive and passive-aggressive people. It also explores strategies for dealing with both when you encounter them at work.
The number one tip for dealing with hostile-aggressive types is not to take the aggressive behavior personally. A seven-step procedure that can help you deal with the incident and move forward is covered in this course.

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Emotional Intelligence at Work: A Practical Guide (Career Book 3) 12 Feb, 2017

by Sorin Dumitrascu

( 36 )

₹ 349.00

It was a terrifying scene: A lone gunman was holding several adults and children hostage on a New York subway. It seemed certain someone would be wounded or shot, when a male passenger, no bigger in size than the gunman himself, tackled the criminal and seized his weapon. This heroic act gives us insight into the purpose and intensity of human emotions.
This type of gesture suggests that deep feelings and emotions act as necessary guides when humans face situations too important to defer to the intellect alone. Situations that arouse such emotional responses include:
- facing danger,
- suffering a painful loss,
- pursuing goals despite frustration,
- bonding with fellow humans,
- building a family.
In all decision-making and action situations, feelings count as much, if not more, than rational thought. In fact, there has been far too much emphasis on rational thought (IQ) in the past when evaluating human behavior and potential.
In this book you'll gain an understanding of the emotional intelligence theory, and you'll explore the basis of emotional intelligence by examining the following four areas:
- the purpose of emotions,
- managing emotions,
- the impact of emotional intelligence,
- what it takes to become emotionally literate.
Can you measure your intelligence simply by taking an IQ test? Will your SAT scores determine your on-the-job success?
Studies show that emotional intelligence plays a role that's just as, if not more, important than IQ. By developing your people skills, you'll have a positive effect on your career. In this book, you'll explore:
- what emotional intelligence is,
- how to realistically evaluate yourself,
- why it's important to manage your emotions,
- how self-motivation affects your career.
Groups are common in the workplace. Why do some work groups flourish, while others seem to drag behind?
Team members develop a culture which contributes strongly to their success. Some groups have an atmosphere of excitement and an ability to adapt. Others resist change and have a negative, growth- inhibiting environment.
The ability to handle emotions appropriately and work well with others is known as emotional intelligence. This competency factors into the team's success.
Participation and collaboration are key to the success of your team. In this book, you'll explore the importance of these characteristics in accomplishing group goals. You'll also examine:
- the competencies needed to become an effective team member,
- the techniques for handling emotions,
- the ways to evaluate your team's emotional intelligence,
- the strategies for improving your team's emotional intelligence.
Stellar teams don't appear out of thin air. They're made up of the right people in the right place. These teams have the support and encouragement they need to succeed. Team members are committed to the success of the group and they work to enhance their abilities to thrive in today's fast-paced business environment. This book will help you contribute effectively to your team's growth.

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