How to mess up the implementation of your enterprise social networkIsabel De Clercq
Implementing an Enterprise Social Network is not that easy. A lot of things can go wrong. In this slideshare you find key elements creating a common grounds for enterprise social network.
Deck of slides from my session about Creating Great Teams using Management 3.0 at the Agile Brisbane Meetup (Aug 2016) - http://www.meetup.com/Agile-Brisbane/events/230559396/?eventId=230559396
Collaboration Insights Webinar: The 9 Types of CollaboratorsCentral Desktop
When your organization adopts a collaboration platform, you quickly learn that some of your co-workers are uh ... well ... special. They just don't work the same way you do, and now these differences are both apparent and transparent.
Who ARE these people?
Meet the 9 Types of Collaborators, from the Stealth Ninja who lurks in the background to the Socialite who posts a new status update 15 times per day.
Isaac Garcia, collaboration expert and CEO of Central Desktop, moderates a lively, interactive discussion. Joining him are:
* Jenn DePauw, Senior Director of Operations at The1stMovement digital communications agency
* Alan Bush, Client Services Representative at Central Desktop
They provide:
* Brief overview of all 9 types of collaborators
* Interactive quiz to help you identify your own collaboration type
* Words of wisdom from leaders of collaboration deployments.
How to Successfully Manage Both Small and Large Teams Weekdone.com
Learn the main difference between managing small and large teams. How to handle both and so much more.
Imagine you are promoted to lead a bigger team. What are the key areas you should focus on? In these slides you will learn what to focus on, combined with actionable advice.
Haven’t heard of Liberating structures before? It’s alright, the majority of us haven’t.
But then, have you ever been to long meetings where you had to stay silent throughout? Although meetings are an inevitable part of getting the best ideas and your teams together, they can also be toxic killing productive hours if not properly structured.
What if there were methods for you to optimize your meetings into idea-machines with total engagement and shorter durations? That’s something that all of us who attend meetings should know in the first place - that’s exactly what Liberating Structures does.
Liberating Structures is an innovative concept that could disrupt the way companies hold meetings today. These are simple structures designed to facilitate meetings based on the participants focussed on results.
Get immersive at the hands-on workshop on the essentials of Liberating Structures at the 75th Palladium edition of FAYA:80. Learn how you can transform your team meetings into idea generation camps and a platform for engaged discussions from Mr. Cipson Thomas, an experienced Agile coach and Liberating Structures evangelist.
Join in for the discussion if you strongly believe that meetings could be made better. The session will be immensely beneficial for all enthusiasts, programmers, managers and all others who have attended meetings before and would like to get introduced to transform their meetings into better-engaged discussions.
We often optimize our software for performance, but what also optimizing our development teams for happiness? Take a look at how the tools you choose for your development team can impact developer happiness, and learn how to keep your teams happier and more productive.
*The graph on slide 3 is fabricated data, because studies also show that people are more likely to believe statements accompanied by scientific data.*
How to mess up the implementation of your enterprise social networkIsabel De Clercq
Implementing an Enterprise Social Network is not that easy. A lot of things can go wrong. In this slideshare you find key elements creating a common grounds for enterprise social network.
Deck of slides from my session about Creating Great Teams using Management 3.0 at the Agile Brisbane Meetup (Aug 2016) - http://www.meetup.com/Agile-Brisbane/events/230559396/?eventId=230559396
Collaboration Insights Webinar: The 9 Types of CollaboratorsCentral Desktop
When your organization adopts a collaboration platform, you quickly learn that some of your co-workers are uh ... well ... special. They just don't work the same way you do, and now these differences are both apparent and transparent.
Who ARE these people?
Meet the 9 Types of Collaborators, from the Stealth Ninja who lurks in the background to the Socialite who posts a new status update 15 times per day.
Isaac Garcia, collaboration expert and CEO of Central Desktop, moderates a lively, interactive discussion. Joining him are:
* Jenn DePauw, Senior Director of Operations at The1stMovement digital communications agency
* Alan Bush, Client Services Representative at Central Desktop
They provide:
* Brief overview of all 9 types of collaborators
* Interactive quiz to help you identify your own collaboration type
* Words of wisdom from leaders of collaboration deployments.
How to Successfully Manage Both Small and Large Teams Weekdone.com
Learn the main difference between managing small and large teams. How to handle both and so much more.
Imagine you are promoted to lead a bigger team. What are the key areas you should focus on? In these slides you will learn what to focus on, combined with actionable advice.
Haven’t heard of Liberating structures before? It’s alright, the majority of us haven’t.
But then, have you ever been to long meetings where you had to stay silent throughout? Although meetings are an inevitable part of getting the best ideas and your teams together, they can also be toxic killing productive hours if not properly structured.
What if there were methods for you to optimize your meetings into idea-machines with total engagement and shorter durations? That’s something that all of us who attend meetings should know in the first place - that’s exactly what Liberating Structures does.
Liberating Structures is an innovative concept that could disrupt the way companies hold meetings today. These are simple structures designed to facilitate meetings based on the participants focussed on results.
Get immersive at the hands-on workshop on the essentials of Liberating Structures at the 75th Palladium edition of FAYA:80. Learn how you can transform your team meetings into idea generation camps and a platform for engaged discussions from Mr. Cipson Thomas, an experienced Agile coach and Liberating Structures evangelist.
Join in for the discussion if you strongly believe that meetings could be made better. The session will be immensely beneficial for all enthusiasts, programmers, managers and all others who have attended meetings before and would like to get introduced to transform their meetings into better-engaged discussions.
We often optimize our software for performance, but what also optimizing our development teams for happiness? Take a look at how the tools you choose for your development team can impact developer happiness, and learn how to keep your teams happier and more productive.
*The graph on slide 3 is fabricated data, because studies also show that people are more likely to believe statements accompanied by scientific data.*
Great teams are at the heart of the scrum philosophy. In the original Harvard Business Review paper that inspired the creation of Scrum, “The New New Product Development Game” Professors Takeuchi and Nonaka observed that one of the characteristics of great teams is transcendence. Transcendence is the spirit of a great scrum team. They have a sense of purpose beyond the ordinary that helps them to achieve great things and not be stuck in the average.
How do you go about building such great scrum teams. Are they even possible? As much as there is art to this, there are also concrete steps that we can take build such great scrum teams. Scrum values provide a solid foundation and the research at MIT suggest some concrete steps in general to build great teams. Great scrum teams are possible !
A few slides summing up the purposes and the characteristics of Liberating Structures.
Talk was given by Romain Vailleux at the LAST Conference in Adelaide 2019.
Shaping the dynamics of a new virtual team - Tony Llewellyn and Paolo FidelboPMIUKChapter
PMI UK and PMI Souther Italy Chapters Webinar - 23 June 2020
This webinar considers some of the aspects of team behaviours and how they are likely to be impacted when connection and communication are restricted to electronic media. We will consider some of the science behind team formation, and how behaviours are shaped in the early stages of a new team’s existence. We will then work through some practical steps that a project manager might take to shape the dynamics of the new team so they become a cohesive and collaborative unit.
Project management topics covered:
Some practical steps a PM should take when developing a team in an on-line environment
• Team development
• Challenges of forming a new team in a virtual environment
• Behavioural dynamics of project teams
About the Presenters:
Tony Llewellyn
Tony is a director at Resolex, a firm specializing in team development. Much of his earlier career was spent working in the Construction and Real Estate sectors, but since 2011 he has been pursuing a long-term interest in interpersonal dynamics and the effectiveness of people working in groups
He is a visiting lecturer at the University of Westminster, as well as a guest lecture at a number of other UK universities. Tony has written three books around the theme of building effective teams. His third book entitled ‘Big teams’ was published on 24 March 2020.
Paolo Fidelbo
Paolo is a Construction Manager and Safety Manager with ten years of experience gained working in the transport infrastructure sector for public agencies.
In 1999, as a volunteer at an educational agency, he began to study behavioural models, emotional intelligence and cognitive biases.
He is a lecturer in project management for the professional chamber at Fondazione Ordine degli Ingegneri di Catania since 2018. He has also founded the professionals network reSTART that aims to provide companies with services to foster change management by creating a people-oriented culture.
Paolo is the Chair of Sicily Branch of the PMI Southern Italy Chapter.
Growing Agility ebook - Nokia - #SmarterEverydayNokia
What is Growing Agility? Well, firstly it’s the latest ebook in the Smarter Everyday series, but beyond that, it’s a concept that we hope you’ll find useful in your working life.
As you’re bound to have experienced, you can’t predict and plan for every eventuality, and you can’t control the external factors that influence your business. What you do have control over is how you respond. That’s what growing agility is about: becoming more flexible in your behaviour, and developing the ability to dodge, jump, tackle or even pick yourself up after being hit by those curveballs that work can throw at you; whether it’s getting feedback that’s hard to swallow, losing out on a promotion, or a unsuccessful project.
Book summary - Perspectives on agility - Hrishikesh KarekarHrishikesh Karekar
Based on insights from years of agile coaching and leading large agile transformations, Perspectives on agility provides a point of view on some of the crucial aspects that leaders, coaches, and agile practitioners need to focus on in their journey for business agility.
A talk by Ray Weaver
CEO, ABOGE Coaching and Consulting, Inc.
Leaders,
I have been fielding calls on holding conversations on the events that have been happening in our nation. Specifically, the conversation around the subject of race. I too find it an uncomfortable conversation.
It is a fact, it is uncomfortable because it has emotions, differing opinions, and high stakes; hence, it’s known as a Crucial Conversation.
Conversations like these require us to be totally present, attentive, and open. Additionally, it will not get any easier, if we shy away from holding them.
As I was journaling on the subject today, I reflected on my fear of having conversations about race. After a few hours, I found much of my fear was based on my feeling of not being an expert on race. I am an expert on how I feel, but not on the deep psychology and philosophy of the study of race.
Later, it occurred to me, my fears were based on my thinking I needed to solve the problem (the expert); hence, I felt ill-equipped to do so.
The realization of my fear, aided in my asking another question, “What if, to start the conversation, I just engage to educate myself on the feelings and insights of others from a learning perspective?” I immediately felt empowered and willing to have the conversation; with the intention to learn, listen, and grow.
Face it, this is a large, deep, and complex issue; and it will take multiple conversations, reflection, intentioned efforts, and action on a personal, interpersonal, and national level to solve.
But, additionally, it to requires a willingness to engage in dialogue, within your sphere of influence; no matter how uncomfortable.
I am sharing this not as a simplification. It is to let you know, you are not alone in the uncomfortableness of it, and that you are equipped to have the crucial “learning” conversation if that is your intention.
As leaders, it is necessary for us to open the dialogue and lead the way.
Attached is a Crucial Conversation Checklist, which includes the visual model of the process. It provides the structure to hold the uncomfortable conversations, which is a requirement of the work of leadership.
I am reminded of a quote on the opportunity. It is said, “…real opportunity, unlike magical thinking, often comes dressed in overalls, and looks like work.”
I hope this will support your being open to learn, engage, and hold uncomfortable conversations; as part of your work in leadership.
Stay Safe! Stay Healthy! Stay Strong!
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/it-will-be-uncomfortable-conversations-required-of-leaders-in-the-diverse-workplace/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
This slide deck accompanies a workshop I ran at Agile India in March 2017. The majority of the audience were scrummasters, agile coaches, team managers etc.
It leans on the Heart of Agile meme.
The workshop focused on two activities;
1. thinking about better than best practices so that we can escape the tyranny of other people's patterns.
2. Getting people to reflect on the experience of telling/being told versus collaborating on a problem.
These slides are from a 4 hour workshop I gave on how to collaborate in science. They are taken from a Professional Development series of lectures I give at the University of California San Diego and are in turn taken from the Ten Simple Rules series which I have published in PLoS Computational Biology. Most of the rules are general and apply to all branches of science.
Making waves around the world, Liberating Structures (LS) productively and playfully disrupt conventional patterns in how we work together. Liberate yourself from deadly boring meetings, someone else’s “best practices,” wondering why people don’t speak up, strategic planning that is anything BUT strategic and group process that feels like drudgery.
Inspired by complexity science and developed by Henri Lipmanowicz and Keith McCandless, LS is a repertoire of 33+ simple methods that introduce tiny shifts in the way we meet, plan, decide and relate to one another.
Come engage, reengage or dive deeper into these easy-to-learn microstructures that quickly foster lively participation in groups of any size, making it possible to truly include and unleash everyone.
Slides from my talk at DesignUp about Learning. Where I discuss my personal learning journey & some experiences from my research on the topic. - https://www.youtube.com/watch?v=n47BVwGHKJA&feature=youtu.be
Presented to IIBA professional development day on Oct 26, 2017.
Take responsibility for gathering feedback and improving, fopr without t you will be a victim to the future.
With our rapidly increasing and instantaneous access to information, it can be difficult to help people slice through the “data smog” and become fluent with information while critically assessing its value and purpose. This webinar introduces a variety of technical resources and research tools, and provides tips to help make learning more meaningful, engaging, and relevant, with the ultimate goal of providing learners with opportunities to create something new and exciting. The end goal is to help learners enrich their lives by constructing a personal learning environment, online or face-to-face, that is conducive to information discovery, sharing, and lifelong learning.
Great teams are at the heart of the scrum philosophy. In the original Harvard Business Review paper that inspired the creation of Scrum, “The New New Product Development Game” Professors Takeuchi and Nonaka observed that one of the characteristics of great teams is transcendence. Transcendence is the spirit of a great scrum team. They have a sense of purpose beyond the ordinary that helps them to achieve great things and not be stuck in the average.
How do you go about building such great scrum teams. Are they even possible? As much as there is art to this, there are also concrete steps that we can take build such great scrum teams. Scrum values provide a solid foundation and the research at MIT suggest some concrete steps in general to build great teams. Great scrum teams are possible !
A few slides summing up the purposes and the characteristics of Liberating Structures.
Talk was given by Romain Vailleux at the LAST Conference in Adelaide 2019.
Shaping the dynamics of a new virtual team - Tony Llewellyn and Paolo FidelboPMIUKChapter
PMI UK and PMI Souther Italy Chapters Webinar - 23 June 2020
This webinar considers some of the aspects of team behaviours and how they are likely to be impacted when connection and communication are restricted to electronic media. We will consider some of the science behind team formation, and how behaviours are shaped in the early stages of a new team’s existence. We will then work through some practical steps that a project manager might take to shape the dynamics of the new team so they become a cohesive and collaborative unit.
Project management topics covered:
Some practical steps a PM should take when developing a team in an on-line environment
• Team development
• Challenges of forming a new team in a virtual environment
• Behavioural dynamics of project teams
About the Presenters:
Tony Llewellyn
Tony is a director at Resolex, a firm specializing in team development. Much of his earlier career was spent working in the Construction and Real Estate sectors, but since 2011 he has been pursuing a long-term interest in interpersonal dynamics and the effectiveness of people working in groups
He is a visiting lecturer at the University of Westminster, as well as a guest lecture at a number of other UK universities. Tony has written three books around the theme of building effective teams. His third book entitled ‘Big teams’ was published on 24 March 2020.
Paolo Fidelbo
Paolo is a Construction Manager and Safety Manager with ten years of experience gained working in the transport infrastructure sector for public agencies.
In 1999, as a volunteer at an educational agency, he began to study behavioural models, emotional intelligence and cognitive biases.
He is a lecturer in project management for the professional chamber at Fondazione Ordine degli Ingegneri di Catania since 2018. He has also founded the professionals network reSTART that aims to provide companies with services to foster change management by creating a people-oriented culture.
Paolo is the Chair of Sicily Branch of the PMI Southern Italy Chapter.
Growing Agility ebook - Nokia - #SmarterEverydayNokia
What is Growing Agility? Well, firstly it’s the latest ebook in the Smarter Everyday series, but beyond that, it’s a concept that we hope you’ll find useful in your working life.
As you’re bound to have experienced, you can’t predict and plan for every eventuality, and you can’t control the external factors that influence your business. What you do have control over is how you respond. That’s what growing agility is about: becoming more flexible in your behaviour, and developing the ability to dodge, jump, tackle or even pick yourself up after being hit by those curveballs that work can throw at you; whether it’s getting feedback that’s hard to swallow, losing out on a promotion, or a unsuccessful project.
Book summary - Perspectives on agility - Hrishikesh KarekarHrishikesh Karekar
Based on insights from years of agile coaching and leading large agile transformations, Perspectives on agility provides a point of view on some of the crucial aspects that leaders, coaches, and agile practitioners need to focus on in their journey for business agility.
A talk by Ray Weaver
CEO, ABOGE Coaching and Consulting, Inc.
Leaders,
I have been fielding calls on holding conversations on the events that have been happening in our nation. Specifically, the conversation around the subject of race. I too find it an uncomfortable conversation.
It is a fact, it is uncomfortable because it has emotions, differing opinions, and high stakes; hence, it’s known as a Crucial Conversation.
Conversations like these require us to be totally present, attentive, and open. Additionally, it will not get any easier, if we shy away from holding them.
As I was journaling on the subject today, I reflected on my fear of having conversations about race. After a few hours, I found much of my fear was based on my feeling of not being an expert on race. I am an expert on how I feel, but not on the deep psychology and philosophy of the study of race.
Later, it occurred to me, my fears were based on my thinking I needed to solve the problem (the expert); hence, I felt ill-equipped to do so.
The realization of my fear, aided in my asking another question, “What if, to start the conversation, I just engage to educate myself on the feelings and insights of others from a learning perspective?” I immediately felt empowered and willing to have the conversation; with the intention to learn, listen, and grow.
Face it, this is a large, deep, and complex issue; and it will take multiple conversations, reflection, intentioned efforts, and action on a personal, interpersonal, and national level to solve.
But, additionally, it to requires a willingness to engage in dialogue, within your sphere of influence; no matter how uncomfortable.
I am sharing this not as a simplification. It is to let you know, you are not alone in the uncomfortableness of it, and that you are equipped to have the crucial “learning” conversation if that is your intention.
As leaders, it is necessary for us to open the dialogue and lead the way.
Attached is a Crucial Conversation Checklist, which includes the visual model of the process. It provides the structure to hold the uncomfortable conversations, which is a requirement of the work of leadership.
I am reminded of a quote on the opportunity. It is said, “…real opportunity, unlike magical thinking, often comes dressed in overalls, and looks like work.”
I hope this will support your being open to learn, engage, and hold uncomfortable conversations; as part of your work in leadership.
Stay Safe! Stay Healthy! Stay Strong!
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/it-will-be-uncomfortable-conversations-required-of-leaders-in-the-diverse-workplace/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
This slide deck accompanies a workshop I ran at Agile India in March 2017. The majority of the audience were scrummasters, agile coaches, team managers etc.
It leans on the Heart of Agile meme.
The workshop focused on two activities;
1. thinking about better than best practices so that we can escape the tyranny of other people's patterns.
2. Getting people to reflect on the experience of telling/being told versus collaborating on a problem.
These slides are from a 4 hour workshop I gave on how to collaborate in science. They are taken from a Professional Development series of lectures I give at the University of California San Diego and are in turn taken from the Ten Simple Rules series which I have published in PLoS Computational Biology. Most of the rules are general and apply to all branches of science.
Making waves around the world, Liberating Structures (LS) productively and playfully disrupt conventional patterns in how we work together. Liberate yourself from deadly boring meetings, someone else’s “best practices,” wondering why people don’t speak up, strategic planning that is anything BUT strategic and group process that feels like drudgery.
Inspired by complexity science and developed by Henri Lipmanowicz and Keith McCandless, LS is a repertoire of 33+ simple methods that introduce tiny shifts in the way we meet, plan, decide and relate to one another.
Come engage, reengage or dive deeper into these easy-to-learn microstructures that quickly foster lively participation in groups of any size, making it possible to truly include and unleash everyone.
Slides from my talk at DesignUp about Learning. Where I discuss my personal learning journey & some experiences from my research on the topic. - https://www.youtube.com/watch?v=n47BVwGHKJA&feature=youtu.be
Presented to IIBA professional development day on Oct 26, 2017.
Take responsibility for gathering feedback and improving, fopr without t you will be a victim to the future.
With our rapidly increasing and instantaneous access to information, it can be difficult to help people slice through the “data smog” and become fluent with information while critically assessing its value and purpose. This webinar introduces a variety of technical resources and research tools, and provides tips to help make learning more meaningful, engaging, and relevant, with the ultimate goal of providing learners with opportunities to create something new and exciting. The end goal is to help learners enrich their lives by constructing a personal learning environment, online or face-to-face, that is conducive to information discovery, sharing, and lifelong learning.
Professional networking for people who HATE Networking [General Assembly Event]Lisa Cohen
Keep your New Years resolutions alive and find ways to connect with others, even in the current work-from-home environment. Debunk the myths of networking challenges and gain new perspective on how easy and helpful this activity can be.
Topics:
1. 5 Misconceptions about Networking
2. Who is in your Network?
3. Networking Opportunities, and Tips & Tricks
4. Networking for Introverts
Reduce your foot-in-mouth moments and communication blunders (and time spent on email) by strategizing your digital and face-to-face interactions. Understand your listener, recognize your own communication barriers, even protect yourself from unsafe interactions with students with this presentation.
Everything A Project Manager Should Know About Social MediaBas de Baar
Can’t keep up with the latest social media? Looking at Twitter, YouTube and blogs and wonder how it could help your project? This presentation will explain how social media can solve communication problems specific for today’s and future projects, and how these tools help PMs improve their own skills.
Cascade Network Event - Cultivating Your Online CommunityLaura Whitehead
Presentation from the LVSC Cascade Network Learning Event -
Engage and Connect with Social Media for frontline organisations held in January 2010. A discussion workshop exploring areas such as - what is an online community, how to manage, what is your role in nuturing the community, encouraging participation, plus a look at social media policies. Blogpost round-up of the event and other presentations at: http://laura.popokatea.co.uk/2010/01/15/engage-and-connect-with-social-media-event-roundup.
A presentation to my school, presenting blogging as an introduction to developing a personal learning network. Version 2 updated with a few little bits and a thankyou to my PLN.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
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India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
7 tips how to work out loud. Success case from Belgium. Experiment at KBC bank.
1.
2.
3.
4. • You constantly reflect upon what you have
learnt, what you know.
• You turn thoughts into language
(spoken or written).
• You share this knowledge via social
technologies (Yammer, Slack, IBM Connect, You
Tube, MS SharePoint, Newsfeed, LinkedIn,
Facebook).
KBC uses MS SharePoint.
By sharing knowledge and reacting to other
people’s posts you build up a powerful
network.
5. “Working Out Loud is more
than just about using technology.
It’s about helping people feel better:
empowered, generous, connected.”
John Stepper
7. More time
• Team meetings have become more efficient and
discussions are about real content. Background
information is now shared before the meeting.
• Knowledge flows faster,
so there is less ‘reinventing the wheel’.
• Know-how is exchanged more efficiently.
8. Increased productivity and social cohesion
• People get their questions answered faster.
• Sharing draft versions prompts good feedback, so the
final version is always better than that of a
‘one-man-band’ = co-creation.
• Employees grow in their jobs: they receive feedback
from more colleagues, and can appear from the most
unexpected corners of the organisation.
• It creates virtual proximity for home workers.
9. Knowledge sharing
occurs more naturally
Sounds like a paradox but by posting an addressee-less
message (an email needs an addressee to make it get some
where), your question will get to the right person sooner, and
not necessarily to the one you expected it to.
10. Team limits fade out,
cross-silo communication.
• People can easily find out what’s cooking in
different teams.
• Employees can interact with people they didn’t know
before.
“We are growing towards a more
network-based organisation.”
11. They prefer MS SharePoint to e-mail to
communicate with team members. They use
short messages (microblogging).
Everyone communicates and checks out
these messages at their own pace: begin-
ning or end of the day, or after a meeting.
Teams communicate more often with other teams.
12. It’s not the messenger who filters now,
but the recipient.
The messenger doesn’t know who is going to read the
messages.
13. Create a safe environment, a safe setting
Teach them how to master micro-blogging
specific language
Give them ideas about topics they
can write about
Teach them how to avoid information overload
Spell out what the expected behavior is
Experiment started as a bottom up initiative
14. Create a safe environment,
a safe setting
At a first stage people will only share knowledge
within their own teams, as well as with trusted
colleagues.
15. Teach them how to master
micro-blogging specific language
Sharing knowledge through enterprise social networks
requires a specific language. People were shown how to
master this “new” language. They were given recommen-
dations on the elements for a successful post.
In the beginning, people were asked to provide feedback
on each other’s posts (too long, too complex...).
16. Give them ideas about topics they
can write about
It isn’t always obvious for people to know what to write
about. “Who could find my knowledge interesting?”
A good starting point is:
• What are you doing now?
• What was the conclusion of the meetings you
participated in?
• Ask for feedback on a document not finished yet
(drafts, storylines, minimum viable products etc…).
• Share a link to an interesting blogpost, an article …
• Announce a delivery.
17. Teach them how to avoid
information overload
People were taught they should be cautious
about which people and what topics they want
to follow.
18. Spell out what the expected behaviour
is, even for (senior) management,
they should set the example.
Only this way can the expected
behaviour be made clear.
19. Some examples of the expected behaviour
as spelled out by KBC in their experiment.
20. Be brief
Be authentic
Be positive
Be present
Microblogs are short.
Use hyper links to elaborate on a subject.
When you are promoting a project
offline, don’t forget to mention it online.
Post about topics you want to be known
for.
Encourage people to respond postitively
on a post.
For less positive feedback, use other chan-
nels.
React quickly. Being present on social me-
dia is not ‘a to do’ to save up until the end
of the week.
21. Experiment started as a bottom up
initiative.
It’s a grassroots (bottom up) initiative whereby people are
inspired by seeing/knowing what other, teams are up to.
This is how the approach is spread across the organisation,
with no “pressure”, no “musts”.
22. Was this an easy thing to do?
Certainly not!
Even after 6 months, Working out Loud is not
self-evident. Filtering relevant information is
still difficult and e-mailing stays a persistant
habit. It remains an on-going experiment.