Supervisory Skills and Management Development Program Information Session


Welcome, everyone, to this information
session for Supervisory Skills and Management Development. We’re so excited
that you’re all here and we look forward to sharing more information about each
of these programs and we hope by the end of the session you will have enough
information to want to enroll in one of the programs, so let’s get started. Today
we’re going to talk about two different programs that we offer at UC Davis
Extension. The first program we’ll talk about is Supervisory Skills and the
second program is our Management Development Program. We’re going to
provide an overview as well as details on the content and the instructors and
of course, cost information, but first let’s introduce who we are. I’m Jennifer Keller, I’m in the top left
there, I’m a management and leadership program specialist with UC Davis
Extension. Our director is Sharon Huntsman. She’s not with us today, but we
thought we would throw up her picture and information so you can see her as
well, and we are your primary contacts in addition to Stephanie Eaton. Hello, I’m
Stephanie Eaton and my picture’s just below Jennifer Keller’s in the bottom
left-hand corner, and I’m a program assistant and I can assist you with anything
you need in the program and any questions that you might have, and my contact
information is there as well. Stephanie is amazing. She is the go-to
for all of your questions and logistics and enrolling you, so you will
definitely enjoy working with Stephanie. We also are going to have a special
guest today, Duncan Brand. He is a talent development professional and one of our
UC Davis Extension instructors, and he’s going to talk a little bit later about
the content in his Supervisory Skills class, as well as give you a preview of
some of the content in our Management Development Program, so we’re excited
that he’ll be joining us in a little bit. Our agenda for today… well, we’ve already
gone through item number one and that is the welcome, so that’s great! We can check
that off. Welcome, we’re glad you’re here. As I
mentioned, we’re going to talk about the Supervisory Skills Program, and we’re going to feature
Conflict Management, which is what I just mentioned, that Duncan Brand will be
reviewing. He’s going to give you just a preview of the content that he offers in
that class. Then we’re going to talk about the Management Development Program,
and give you a little bit more detail on the key assessment that is provided in
that program. It’s called the DiSC. And then of course, we’re going to have a lot
of time for questions. Please feel free at any time to use the Q&A box to ask
your question, Stephanie is here and on hand to answer
those along the way, but then we’ll also pause at the end and have time to
specifically answer any questions that come up. So that is our agenda for today.
I’m going to turn it over to Stephanie to talk a little bit about the $100 coupon that we have. Yes, so thank you for attending this
information session. You receive a $100-off discount for either the
Supervisory Skills or the Management Development Program, so if you stay with
us until the end I will go over all the details to find out how to get the
discount off either series. Awesome! That’s a great deal for both of
these programs, so we’re glad we can offer that. Well, we’re going to start our
content with a polling question so get ready. The question is, and it’s going to show
up in a minute here: How many years of supervision or management experience do
you have? If you want to go ahead and select the
button that gives us an idea of where you’re at, where our audience is at. Great,
it looks like we’re a spread out quite a bit. Most people are falling at the one to three years.
Wow, we have someone with over 10 years, that’s awesome! It looks like the
majority is showing up at the one to three year mark. Nobody in seven to nine. Well,
that’s very helpful for us as we talk about each of these programs. We kind of
have a sense of where our audience is. We’re going to go ahead and get back to
the presentation here… so the two programs that we have to meet the needs,
as I mentioned, we have one that is Supervisory Skills and Management Development. Both are offered in fall.
I’m gonna just give you a high-level information about each of
them and then we’re going to dive deeper. So Supervisory Skills— it can be registered as an entire
program or individual classes, and we’ll talk about that in just a couple minutes,
and thne Management Development is an entire program that you can register for.
And you can see the dates of those, they run consecutive weeks September 13
through October 11 for Supervisory Skills, and and that’s about a half day,
those are half-day sessions, and then the fall… the Management Development Program
is three full days sessions consecutive weeks, so I would like to also let you
know that for each of the programs, you get a certificate at the end, and this is
really a value added to these programs, because it can really help show the
value to your employer, it’s something you can hang up in your office or your
cubicle, to show that you completed this program; you can also add it to your
LinkedIn profile, so it gives you a little boost for growing your career and
showing that you have that initiative to do that. I also wanted to highlight
we’ll talk about each of our instructors. They are truly experts in their field. Many of
them are published authors, and we really pride ourselves on hiring the best in
quality of our instructors. And, the classes are conveniently located in
Midtown Sacramento, so a lot of advantages to consider in these programs. So let’s
dive deeper first supervisory skills the Supervisory Skills, as I mentioned, can be
registered as the entire program or as individual classes. You can see the list
of the five classes and their respective dates, and we’re going to talk about each
of these in a moment, and then we’re going to have the opportunity to preview
a little bit of the content in the Working Through Conflict section.
Our first class to start the series its Principles of Supervision and Management,
which starts on September 13. Our instructor is Kris Plachy and you can
see some of the key objectives that she talks about. I think one of my
favorites is the first one, which is to discuss the transition from individual
contributor to supervisor. So many people have been promoted to a supervisor role
because of their technical expertise and because they’re strong performers in
their job, and I think that this transition can be really challenging at
times, to go from an individual contributor to a supervisor. So I think
that’s a great topic that she includes as well as, she talks about what’s it
like to then manage your peers? And that’s another challenge that many
supervisors experience when they’re promoted. She also has an awesome section on
changing your assumptions and challenging your assumptions and Kris
is a published author, she’s also a coach, and she is just a ton
of fun and has a lot of wisdom to offer, so we kick off the program
with that class, Principles of Supervision and Management. Our second
class in Supervisory Skills is Building a Motivated Workplace with Dr. Paul
Porter. You can see that there’s a couple, a few of the highlights of objectives
that he covers, and he really draws on the work of Daniel Pink. Daniel Pink is a
leading expert in the area of workplace motivation and Dr. Porter uses some of
his content and expands upon it in this class, so I think that we all can
agree that motivation is important, having motivated employees is critical,
and Dr. Porter does an excellent job in bringing this content to supervisors.
He’s one of our more popular and well- respected instructors and we’re excited
he’s a part of that program. The third class in the series is Delegating for
Results with Dawn Karner. And what is really neat about Dawn is, she is a professional coach, certified coach and
so she really has kind of a unique approach on delegation and she provides
a model for how to delegate and the importance of it and how you as a
supervisor can coach your employees to be better delegators. So Dawn has just a
great wealth of knowledge to offer in this particular topic.
And then the fourth class that we have in the series is Working Through Conflict and this is
with Duncan Brand and, Duncan, were you able to join us on the line? OK, we’re waiting for you?
Hi, I’m here, I’m sorry.
No worries, Duncan. I’m so glad that you’re able
to join us for this portion. So please join me in welcoming Duncan Brand. He is
going to talk a little bit about his class, Working Through Conflict. We’re going to do a little chat in a
minute to ask you guys a question then he’s going to talk about a key concept
called the iceberg model, so first, Duncan, do you just want to spend a couple minutes
giving a brief overview of the content in the class? Yeah, absolutely, thanks a lot, Jennifer. So
firstly, you know ,obviously conflict involves a lot of emotion, and as such it
comes you know it’s a gray area for a lot of us, when you’re dealing with people’s emotions and
especially when, you know, we’ve got kind of a lot of people in the workplace,
who’re under stress, things of that nature. As we know, though, the workplace is a constantly shifting environment right now, so we can call out that.
We talk about the five stages of conflict, you known, and how to kind of head it off
before it becomes, you know, a real issue. and Then we use the Thomas-Kilmann model,
which is a model that’s been around for awhile and it talks about how you have a
certain style in conflict that you gravitate to, and there’s five different
styles that we tend to use in conflict, and it’s about identifying the
style the you most fall back on, and we all have a fallback model that we use, but
the key concept, I think Jennifer’s got up on the screen right now, it’s the
iceberg model and this is the way of understanding human behavior, and so if
we think of an iceberg we know that 85 percent of it is beneath the surface, so you
can’t see it obviously the remaining 15 percent is
above water, so you can see it, and if we look at this in terms of human behavior
when you see someone’s behavior, and we can see some of the results they get, but
what we don’t see underneath is the way they think, their values and their beliefs, and their
emotions and that obviously drives behavior, so one of the things that we
talk a lot about is that we tend to judge people by their behavior, their
results, which is perfectly natural ’cause that’s all we can see. But we tend to judge
ourselves by our intentions, which nobody else can see, so we talk about how we
make judgements, how we make quick judgements about people, and sometimes
they’re mistaken. A great example of that is someone who, say, is frustrated on a project, who can’t
get the budget and resources they need in order to get the results they want. So when we look at frustration we generally look at that as a negative trait, and we can confuse it with anger. And
obviously we don’t associate that with anything positive, you know, ordinarily
speaking, so it’s taking a step back and changing our language and making it softer,
using phrases like “Help me understand what you’re feeling right now” because
people generally correct you if you identify an emotion that they’re not
feeling so it’s obvious to say they’re angry, and they may come back to say, “I’m not
really angry, I’m really just kind of frustrated for that what that helps you do is understand what tack to take with that, and we also do a little bit of Steven Covey from Seven
Habits, and one of the key concepts there is seeking first to understand before being
understood, so part of that concept is putting judgment to one side and being
able to really understand what the issue is. So, with that said, Jennifer…
Yes. Thank you so much, Duncan, for that preview of the Conflict class. That was just to whet
your appetite for what is going to be included and Duncan has a lot to offer
in this topic and we’re going to hear from him in a little bit later and when
we talk about the Management Development Program. He’s also going to review the
DiSC assessment, but you can see, just this iceberg model can really change
your paradigm of thinking and when he delves into it deeper into the class I
think participants really find themselves challenged and learning and
really impacting the way they supervise, so thank you for reviewing that, Duncan,
and we’re excited that this is part of the program. So the fifth and final class
for the Supervisory Skills is Communication Skills at Work
on October 11 with Jeanie Hagen-Greene. Jeanie Hagen-Greene is an amazing instructor, adult facilitator and learner. She was a former bank executive and has had
her own company now for quite a number of years, and is also just very well
respected in the industry. The cool thing about this class is it
includes an assessment called What’s My Communication Style? and I can just share
from my own personal experience each member of our own team has taken this
assessment, and we have just found it to be so valuable in learning how to
communicate with each other, appreciating everybody’s style and
differences, and it really has made an impact, so in addition to the objectives
you see highlighted here, you receive an assessment for this class, and that
assessment, I think you’re going to find to just be very valuable in helping you
understand your own communication style. And with that, that concludes the Supervisory Skills Program,
the five different topics, and Stephanie’s going to review the cost
information. So as you can see, here’s the schedule
for our two upcoming scheduled Supervisory Skills Programs. As you can
see, fall starts in September and spring starts in April of 2017, and there are
different topics for both. So for our spring session, we’ll be including
Juggling Multiple Priorities, Four Generations at Work, Moving Through Change,
Coaching Employees and
Developing Your Team, and the cost if you want to
enroll in just one class is $280, but if you’re interested in the entire
series, either the one and fall or the one in spring, you can enroll in the
entire program for $1,250, and that actually saves you $150 than
if you just enrolled in all of the individual classes. But our best
possible discount is actually the group discount, and if you want to save ten
percent and if you have colleagues or friends you think that
might benefit from this program, that’s the best way to save the most cost, and
so if you have people who you think would benefit definitely let them know the
information and see if you can take advantage of that amazing 10 percent
off discount. awesome thank you stephanie for reviewing that information and now
we are open for questions on supervisory skills that Stephanie’s going to monitor
the Q&A box and she will let us know what questions come in will give it a
minute for people to type if you have any specific questions on supervisory
skills so we did have one great question come in that I think that you might be
able to help with, and that is, “I’m not a supervisor yet but I’m thinking I might
transition into a supervisory role within the next year or two. Do you think I would
benefit from either of these programs?” That is a great question and one that
we get quite regularly, and yes, I think if you’re not yet a supervisor, which I
do believe when we did our poll there were quite a few of you, that answered you
are not quite yet a supervisor, I would say the Supervisory Skills is your best
bet and especially the Principles of Supervision and Management, because that really provides
an introduction to “What’s it like to be a supervisor? What are my responsibilities
is gonna be? etc. etc.” and then of course I think the other ones, if you’re not
maybe interested in the whole program, I would say the other critical ones would
be the Communication Skills because, let’s be honest, who couldn’t benefit
from enhancing their communication skills? So I think that one is really
critical, especially if you want to move into the supervision role, and then I
think of course the Conflict, because again, who doesn’t deal with conflict? So
I think that’s another, those three… I would say if you’re you’re kind of on
the fence of, “Ooh, maybe I don’t want to do the whole program because I’m not a
supervisor yet, I would prioritize those three classes. That’s a great question. Any other questions? OK, I think we’re going to go ahead and
move on to talk, to talk about the Management Development. We’ll open up
again at the end for questions, should there be any, and so please feel
free to ask. Don’t feel like you, that this is your only chance So now let’s transition into talking
about Management Development Program, Effective Management Practices. So unlike
the Supervisory Skills, the Management Development Program is run as a cohort
program, so you are not able to it enroll in any of the individual classes;
you enroll as an entire program. And this program includes three classes: The
Manager’s Role, Communicating for Results and the Manager As Team Leader, so first
let’s talk about The Manager’s Role. This program will start in October, it runs three
consecutive Wednesdays, I believe it’s the day, three consecutive weeks and
Kris Plachy again, you see Kris Plachy. here she is… she kicks off the program with The
Managers Role. She talks about the changing role of the manager. You know,
I think we all know that with the technology that has changed our industries, no matter what industry you’re in we’ve all been impacted by technology,
we’ve been impacted by the economy, so the role of the manager has really changed
in probably the last 10 to 15 years, and so Chris really talks about that
transition and what is that like and then one of the things that she
addresses that second bullet which is so critically important, and often neglected
and that is key performance indicators. KPIs, as you may have heard, and she
really delves deep into, how do we set expectations for performance for our
employees? What do we expect for them and how do we
then hold them accountable? and I think that’s something we often struggle with
as managers. How do we hold our employees accountable? How do we clearly define upfront
expectations? Chris spend a good chunk of the class on
this topic because it’s so critically important. And then she ends with a
segment on coaching. Chris, I don’t know if I mentioned in the beginning when I
talk about her during the Supervisory Skills that she is also a certified
professional coach, owns her own coaching business, and so she has just a
tremendous amount of knowledge in the role of the manager in coaching, so she
concludes this intro class in the Management Development class talking
about coaching. The second week we have Communicating for Results with Kim
Silvers, and this is on November 2nd. Kim Silvers is a business owner for an
HR consulting firm. She’s very well-known and well-respected in the Sacramento
area. Many of you may have heard her name or know her, and this class is all about
communication, as you can tell, but it’s… really the focus is on understanding
styles even further, so in the Supervisory Skills, you know, what’s my
communication style? in this class there’s the DiSC Assessment.
We’re going to hear a little bit more about that in a minute from Duncan. He’s
going to review each of the what does DiSC stand for, what does that look like,
and he, and then she also spends a good portion of her class talking about
performance feedback, and I think again that is something that is so critical,
and something that we often don’t do effectively, and especially even for
positive performance feedback. Sometimes we get so focused on the constructive
that we forget to say effective positive feedback, so Kim spends really good
portion, and actually has participants practice delivering feedback, so it’s a
really valuable class and Duncan is now going to just walk us through a little
bit about the DiSC Assessment and before I turn it over to him, I just want you to
be thinking that the end of… when he talks about the four different
components, we’re going to ask you to identify, based on what you hear from
Duncan, what category you think you would fall into, so be thinking about that as
he talks about each of the components of the DiSC. Alright, thanks, Jennifer. So one of the
things about DiSC is it’s one of the most oldest and trusted of the
psychometric tools that are out there. Some of the others you may have heard of
are Myer Briggs, Thomas-Kilmann model is psychometric assessment and then there’s
Emotional Intelligence is one, so what they do is they kind of form like what I
think of as a pizza, so so each slice represents a piece of you. It’s
becoming more self-aware, which is the first skill of emotional intelligence is
self-awareness, so what a lot of these psychometric assessment do help you cut
the spotlight on you show up to other people. So essentially the real key is a
lot of people get all wound up in, you know, what is good and what is bad and there is no good or bad, there’s just “is,” which is what you are. And so one of the key skills is being
flexible enough to adapt to different styles and once you understand what your
style is, it gives you a much better idea of how to flex for that style from your own
style, and that’s what it’s covered a lot in the class: what are the key
characteristics of each of the different styles? So when we look at D, that stands
for dominance, and basically this person places a lot of emphasis on accomplish
results. A lot times, you know, people call that bottom-line thinking.
They typically demonstrate a lot of confidence in what they do. They like to
see the big picture; they can come across very direct or very blunt. They love
challenge, and they typically are very direct communicators, they get right to
the point. So, essentially these people are drivers;
they help to drive projects, they help to push things forward. So with that said, we can
move to the I. Jennifer, that would be awesome. So I stands for influence and these
people basically place a lot of emphasis on suasion, and basically are very open in
terms of relationships. Often you’ll see a lot of sales people have very high I in their profiles, because obviously, in the
sales environment we’re trying to influence able to a buying decision. So these people
typically show up with a lot of enthusiasm, they usually very much are a “glass half full” kind people, very optimistic in their outlook. They
love to collaborate and mix with other people and they dislike being ignored.
So they like to be the center of attention and act the life of the party, so to speak.
So with that, Jennifer, can we get to the C or the S, whichever comes first? So S is steadiness.
this person places a lot of emphasis on cooperation and compliance. They’re usually very
sincere and dependable folks, and certainly don’t like to be rushed. They’re very calm in their demeanor, they have a calm approach,
a very calm manner. They’re really supportive in what they do. They have
a lot of humility, typically, and so these folks are… really balance out the the Is
and the Ds, as we will see when you see that profile. Also, the other thing to bear in mind is, when you look at the way this is set up, the Ds and the Is tend to be folk who feel that
they control their environment, they like to be in control of that. So the folks in the Ss and Cs typically feel the environment controls them. And that makes an awful lot
of difference when you start to talk about flexing different styles, because the control factor is a big indicator as to how people show up, including their behavior. Please go to the C, Jennifer. So C stands for conscientiousness. This person places an
awful lot of emphasis on quality, accuracy, they’ll be details-driven. They tend to have a lot of really deep knowledge and expertise, particularly in one kind of area. They enjoy
that independence, that kind of striving to get things done on their own terms, they are
very objective in the way they reason. They’re very kind of research-driven folks, very logical, typically. They hate to be wrong, which you know, often put them in conflicts
with other folks who think they’re (?) and its a really interesting kind of mix.
When you look at the four styles together, we all have a piece of each of the styles
just a… typically, you’ll have one or two dominant traits in your personality that kind of
show up, particularly when you interact with other people. And where the skill comes in is knowing firstly what your strengths are and also what your opportunities are. So with that said, Jennifer, I’ll turn it back over to you I believe, although we do, we’re doing a poll right now, right? Yeah that’s right, I will, I will take over from here. Thank You, Duncan. Thanks for providing that
overview and as I mentioned in the beginning, I wanted you to think about
which style you think you most align with. We’re going to go ahead and open
that poll and if you want to select, based on what you heard from Duncan,
which style do you think you most fall into? We’ve got quite a mix, good news,
we’ve got each of the four. Looks like a lot of people feel the D and the
C are kind of coming up. The C seems to be really dominant here, a couple of
you, I’m sure. So good, I think these assessments can really tell us a lot
about our style and how to effectively work with others, helps us just identify
some areas where we can effectively lead and some areas where we also may need to
be aware of some blind spots that we could have, so great. Well thank you,
Duncan, for reviewing that and we’re going to go back to our presentation and
talk about the third and final class of the Management Development Program, and you’ll recognize Dr. Paul Porter again, and this class is the Manager as Team Leader,
and you can see some of the objectives about assessing team effectiveness he
talked about the five dysfunctions of a team which is Patrick Lencioni, if you’re
familiar with Lencioni’s content, he’s got quite a wealth of information
on Team dynamics, and Dr. Porter brings in some of his content, and then
he ends with techniques for building an effective team and incorporates some
motivation in here, so we do have a little bit of the… we have the class in
Supervisory Skills on Building a Motivated Workplace and in this, in Management Development Program
Dr. Porter really kinda hits it home at the end with how to motivate a team so not
just kind of motivation in terms of individuals but how do you take a team
and really get them to the next level with through motivation, so that’s an
overview of each of the classes in our Management Development Program and I’m gonna
turn it over to Stephanie again to talk a little bit about the pricing and how
that works. Thank you. So like Jennifer said, this is a
three-day program and it is three full days in class, unlike Supervisory Skills, which is only
half day courses, and so for this program we have Fall 2016, we have the classes
that Jennifer just went over: The Manager’s Role, Communicating for Results
and the Managers As Team Leader, and the cost for all three of these classes for
full days is $1,950 and again, just like Supervisory Skills, the best discount
that you can get is the ten percent-off group discount, so if you can possibly
take advantage of that that is absolutely the way to go to get
the best cost for both of these programs. Awesome, thank you, Stephanie and that
costs does include that assessment that we just talked about, which the key
component of the program, so it’s a great deal. Alright, well, we have provided you an
overview of Supervisory Skills and Management Development Program and we
want to leave you with a question, a poll: what do you think after hearing a
little bit more about each of these, which would be a best fit for you? We’re going to open that poll and feel
free to select Supervisory Skills, Management Development, maybe one of the
individual skills classes, or maybe you’re just not sure. That’s OK. Cool, so
it looks like we have quite a few interested in the Supervisory Skills,
that’s great, couple in the Management Development, now we’re split
as the numbers come in 50-50, that’s great. Good. Well we’re excited
that after this information session, that you have been able to potentially
determine the next step in receiving some great leadership training so we’re
thankful for the time that we’ve had and we’d like to open it up again for any
questions that you might have. If you have questions, please feel free to use
the Q&A box, We’re on hand to answer those and we’d be happy to answer anything
regarding the program, or the assessment. We do have one question here. Somebody
wants to know i’m interested in three or four classes from supervisory skills and
one or two for management development i would be open to taking one or both
programs and i have one to two years of supervisory experience which program do
you think would be best for me a question I would say in that case i
would go with the supervisory skills because i think that you’re getting kind
of the breadth of information on the topics management development program
goes a little bit deeper that’s why you’ve got the full day’s
three full days but it goes deep into the content i think in this case with
122 years of experience and kind of wanting the different topics maybe not
all of the supervisory skills that I really feel like that’s probably the
best bet I also don’t want to lose sight of the
fact that we have the spring supervisory skills that Stephanie briefly reviewed
which has some different topics so we really encourage you to check those out
as well we’ll have those up on our website shortly are there any other questions yes we had
a question come in one of our participants wants to know that I’ve
completed supervisory skills training with my state agency what makes these
programs unique or different that is a great question so state agencies require
the 80 hours of supervisory training for supervisors I’m assuming
that’s what the question is referencing completing it through the state agency
what makes our programs different we don’t have the so-called technical
pieces of supervisory and supervisory skills so what I mean by that is we
don’t have any topics on sexual harassment we don’t have hiring we don’t
have grievances the labor management piece of things so our series is really
more focused on leadership skills growing your leadership so we are less
on kind of that technical on the technical aspects of being a supervisor
and more on the leadership skills any other questions that have come in
we’ll give it another minute just in case there’s any other questions that
come in we appreciate everyone thinking a three of these questions and while
we’re waiting I will just click to the next slide which is a little bit
information and Stephanie’s going to talk about this information on the
evaluation and a hundred dollar coupon and then we’ll see if any other
questions come in while she finishes that alright well thank you first and foremost so much for joining
us today on the next slide you’ll be directed to a course evaluation and we
would really appreciate it if you would take just a few minutes of your time to
provide some feedback on the information session about what you like and what you
would have maybe like to see more of and then once you fill it out and press
submit i will later on today send you a
100-dollar off coupon that you can use either off of supervisory skills or the
management development program and i will get that out to you before the end
of the day today and then once you actually complete the evaluation you’ll
be routed to our website where you’ll have the opportunity to view the
programs we talked about today in more detail and then when you’re ready to
enroll you can do so on line on that website or you can give me a call and you can either call me directly or
Jennifer you can call the general extension line on our website awesome and just to make sure i clarify
the hundred dollar discount is good toward either of the program it is not
applicable to an individual class so just want to make sure that clarified
its good for either of the programs if you enroll in the entire program and
Stephanie really is a best person to ask your questions to she’s amazingly
helpful in a constantly received positive feedback about her service so
you have any remaining lingering questions please don’t hesitate to reach
out to us and at this time I’m going to Florida to the evaluation the link is
active if you click right on session evaluation it should take you directly
to the evaluation and at this time it concludes our session thank you so
much for your participation will hang on for just a few minutes in the Q&A box
should any lingering questions come up but we greatly appreciate your time and
your interest in our programs and we hope to see you in class

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