This document contains slides from a presentation on change leadership and change management. It discusses barriers to effective change, characteristics of effective change leaders, positioning change management and leadership, stakeholder analysis, change team roles, and change personas. Key points emphasized include the importance of leadership, clear vision and communication, addressing resistance, and engaging stakeholders in the change process. Soft skills like culture change and mindsets are identified as larger barriers than technical "hard skills".
Change Management is a term that is often loosely used and confused. It is an everyday specialization that deserves niche attention in the strategic framework of an organization.
Last call: FUTURES, STRATEGIC DESIGN & INNOVATION, 23-26 October
(www.idefe.pt/cursos/fsdi
- Help people and organizations to develop the capacity to anticipate trends and explore scenarios and how this can improve your approach to strategy and innovation processes.
- Give firsthand access to the "SCANNING, SENSING AND ACTING" framework, used to anticipate and explore the future, identify new opportunities and build innovative strategies to solve strategic challenges.
- Create and embed a Future strategy and culture in your organization.
- Skills and Tools to become a Chief Futurist Officer or Future Manager.
- Understand and explore emergent and exponential technologies, its global challenges and opportunities.
- Identify critical uncertainties and build Strategic Scenarios.
- Improve strategy making and review how your organization carries out scenario work Analysis of impacts, threats and opportunities for the business.
- Understand the value and impact of Design to business strategy, differentiation and competitive advantage.
- Exploration of Design Thinking and Strategic Design tools to move from consumer and market insight to actionable solutions.
Slides from Tim Creasey's presentation at ACMP Pacific Northwest Change Connect 2014 - "Cracking the Measurement Code: Create Your Research-Based Change Measurement Scorecard" - tcreasey@prosci.com
My IA Summit 2008 Pre-Con on Backcasting for Information Architects. Includes info on conducting the method and using the ORID facilitation framework to support the backcasting method.
Change Management is a term that is often loosely used and confused. It is an everyday specialization that deserves niche attention in the strategic framework of an organization.
Last call: FUTURES, STRATEGIC DESIGN & INNOVATION, 23-26 October
(www.idefe.pt/cursos/fsdi
- Help people and organizations to develop the capacity to anticipate trends and explore scenarios and how this can improve your approach to strategy and innovation processes.
- Give firsthand access to the "SCANNING, SENSING AND ACTING" framework, used to anticipate and explore the future, identify new opportunities and build innovative strategies to solve strategic challenges.
- Create and embed a Future strategy and culture in your organization.
- Skills and Tools to become a Chief Futurist Officer or Future Manager.
- Understand and explore emergent and exponential technologies, its global challenges and opportunities.
- Identify critical uncertainties and build Strategic Scenarios.
- Improve strategy making and review how your organization carries out scenario work Analysis of impacts, threats and opportunities for the business.
- Understand the value and impact of Design to business strategy, differentiation and competitive advantage.
- Exploration of Design Thinking and Strategic Design tools to move from consumer and market insight to actionable solutions.
Slides from Tim Creasey's presentation at ACMP Pacific Northwest Change Connect 2014 - "Cracking the Measurement Code: Create Your Research-Based Change Measurement Scorecard" - tcreasey@prosci.com
My IA Summit 2008 Pre-Con on Backcasting for Information Architects. Includes info on conducting the method and using the ORID facilitation framework to support the backcasting method.
Webinar: Intro to Strategic Foresight & Futures ThinkingMad*Pow
Presented by Mad*Pow Experience Strategist, Liz Possee Corthell.
When the future is uncertain, how can organizations design and innovate boldly but responsibly? Futures thinking is an approach to strategic design that considers what is likely to change and what is likely to stay the same in the future, as a means to be more reflective in strategic planning. Considered by some to be more of an art, and by others to be a science, futures thinking gives us a framework to talk about our current world, and how the world may look in the future.
To quote futurist Dr. Sohail Inayatullah, “With futures thinking, we use the future to change the present. “
In this webinar, you’ll learn that futures thinking is not an effort to predict the future, but rather a means to illuminate unexpected implications of present-day issues that empower individuals and organizations to actively design desirable futures. The emphasis isn’t on what will happen, but on what could happen, given various observed drivers.
It’s a way of gaining new perspectives and context for present-day decisions, as well as for navigating the dilemma at the heart of all strategic thinking: the future can’t be predicted, yet we have to make choices based on what is to come.
This presentation will include a few tools you can start using right away, as well as a few activities to get us thinking about the future.
Prosci "Presenting the Value of Change Management in Context" WebinarTim Creasey
Register at: http://www.change-management.com/webinars.htm. Delivered Feb 11 (11AM EST) and Feb 12 (4PM EST). Learn how to change the contexting the value of change management as not separate from project ROI, but the portion of project ROI that depends on people changing how they do their jobs.
Prosci's webinar "4 Change Catalyzing Questions" - delivered live on Wednesday, Nov 18 11:00 AM EST and Thursday, Nov 19 4:00 PM EST. Register at www.prosci.com/webinars
Presenting this set of slides with name - Change Management Fundamentals Powerpoint Presentation Slides. This PPT deck displays twenty three slides with in depth research. Our topic oriented Change Management Fundamentals Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Change Management Fundamentals Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
The current definition of Business Agility is as nebulous as DevOps was only a few years ago. Some schools of thought focus on different parts of the business employing agile techniques. While an important step, it proves insufficient to allow the overall business to achieve true agility.
In this session, we will explore the emerging thinking on what is Business Agility and provide concrete examples of organizations who have taken steps to successfully achieve it.
Learning Objectives:
*Define Enterprise Business Agility in a holistic fashion
*Articulate real-world examples of Business Agility
*Begin to implement aspects of Business Agility within your organization
21 Critical Questions to Ask before Change ManagementCatherine Adenle
This presentation contains 21 critical questions to ask before change management. Before implementing a major change in an organization, to have clarity and a water-tight road map for change, certain critical questions must be asked and answered first. For change to be successful and for it to take hold, rushing into a major change without answering these 21 critical questions to ask before change management will certainly derail the change. These 21 critical questions will help all change agents, experienced and inexperienced, to plan a change in a well structured manner.
As markets become increasingly competitive, and open to disruption, it's more important than ever to be able to respond to market changes quickly.
In this talk I speak about how you can clearly define and communicate your organisations strategy in order to align everyone to a common purpose, and increase your responsiveness.
If you want to know more about how we think about strategy at ThoughtWorks, I'd love to hear from you.
Prosci Webinar - Applying the Prosci ADKAR methodologyProsci ANZ
The Prosci ADKAR® Model describes the five building blocks of successful change at the individual level. In times of change - whether at home, in the community or at work - individuals need Awareness, Desire, Knowledge, Ability and Reinforcement to successfully make a change. This webinar presents the Prosci ADKAR Model and six applications of the model for change management professionals.
Change Management concepts, tools and techniques and best practices are included. Besides, challenges and the role of leadership in change process also highlighted.
Talking Points and Agenda:
Why change management is important?
Brief about the book "who moved my cheese"
The Change Curve
Emotional intelligence and people reacting to change
Guidelines on how to adopt to change
How to tackle negative resistance
Examples of change management methodologies
Lewin's Model
Beckhard and Harris
Use Transformation Strategy PowerPoint Presentation Slides to bring out a successful transformation. Be it a digital transformation, cultural transformation, organizational transformation or any other transformation, these content-ready professionally designed transformation strategy PowerPoint templates will help you execute the change without any hassles. This presentation covers transformation plan, strategy, checklist, obstacles, etc to let you have a smooth transition. Add these ready-made transformation strategy PPT slides to transform your organization to remain competitive or to serve your clients better. Implement a successful transition using ready-to-use change management PowerPoint slideshow. This deck comprises of PPT templates such as gap analysis, transformation readiness checklist, transformation obstacles, resistance management plan, communication plan, etc. Develop transformation strategy and design a plan to achieve the intended goals. This complete presentation will help you identify the potential risks to execute an effective transformation in an organization. Download transformation strategy PPT templates to achieve the desired goals. These templates are completely customizable. You can edit the color, text, icon, and font size as per your need. Grab this complete presentation now. Trigger the imagination of your audience with our Transformation Strategy Powerpoint Presentation Slides. Create a vision of the future with your thoughts. https://bit.ly/38s0vwo
Is there a simple way to explain to someone what change management is and why it is essential, not optional? Prosci’s Five Tenets of Change Management helps you tell a simple and compelling story about why change management is necessary for projects to deliver results and achieve objectives. The five tenets help you provide crucial context for your “what is change management?” discussions. During the webinar, you will have the chance to create your own “five tenets” story.
A 60min in depth demonstration of the Prosci ADKAR dashboard with proven examples, tips and techniques resented by Catherine Smithson and Joanne Rinaldi from Being Human.
Tim Creasey's track session on ADKAR - "Catalyzing Individual Transitions to Deliver on Business Transformation" - delivered at Gartner BPM Summit, Sept 2015.
Webinar: Intro to Strategic Foresight & Futures ThinkingMad*Pow
Presented by Mad*Pow Experience Strategist, Liz Possee Corthell.
When the future is uncertain, how can organizations design and innovate boldly but responsibly? Futures thinking is an approach to strategic design that considers what is likely to change and what is likely to stay the same in the future, as a means to be more reflective in strategic planning. Considered by some to be more of an art, and by others to be a science, futures thinking gives us a framework to talk about our current world, and how the world may look in the future.
To quote futurist Dr. Sohail Inayatullah, “With futures thinking, we use the future to change the present. “
In this webinar, you’ll learn that futures thinking is not an effort to predict the future, but rather a means to illuminate unexpected implications of present-day issues that empower individuals and organizations to actively design desirable futures. The emphasis isn’t on what will happen, but on what could happen, given various observed drivers.
It’s a way of gaining new perspectives and context for present-day decisions, as well as for navigating the dilemma at the heart of all strategic thinking: the future can’t be predicted, yet we have to make choices based on what is to come.
This presentation will include a few tools you can start using right away, as well as a few activities to get us thinking about the future.
Prosci "Presenting the Value of Change Management in Context" WebinarTim Creasey
Register at: http://www.change-management.com/webinars.htm. Delivered Feb 11 (11AM EST) and Feb 12 (4PM EST). Learn how to change the contexting the value of change management as not separate from project ROI, but the portion of project ROI that depends on people changing how they do their jobs.
Prosci's webinar "4 Change Catalyzing Questions" - delivered live on Wednesday, Nov 18 11:00 AM EST and Thursday, Nov 19 4:00 PM EST. Register at www.prosci.com/webinars
Presenting this set of slides with name - Change Management Fundamentals Powerpoint Presentation Slides. This PPT deck displays twenty three slides with in depth research. Our topic oriented Change Management Fundamentals Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Change Management Fundamentals Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
The current definition of Business Agility is as nebulous as DevOps was only a few years ago. Some schools of thought focus on different parts of the business employing agile techniques. While an important step, it proves insufficient to allow the overall business to achieve true agility.
In this session, we will explore the emerging thinking on what is Business Agility and provide concrete examples of organizations who have taken steps to successfully achieve it.
Learning Objectives:
*Define Enterprise Business Agility in a holistic fashion
*Articulate real-world examples of Business Agility
*Begin to implement aspects of Business Agility within your organization
21 Critical Questions to Ask before Change ManagementCatherine Adenle
This presentation contains 21 critical questions to ask before change management. Before implementing a major change in an organization, to have clarity and a water-tight road map for change, certain critical questions must be asked and answered first. For change to be successful and for it to take hold, rushing into a major change without answering these 21 critical questions to ask before change management will certainly derail the change. These 21 critical questions will help all change agents, experienced and inexperienced, to plan a change in a well structured manner.
As markets become increasingly competitive, and open to disruption, it's more important than ever to be able to respond to market changes quickly.
In this talk I speak about how you can clearly define and communicate your organisations strategy in order to align everyone to a common purpose, and increase your responsiveness.
If you want to know more about how we think about strategy at ThoughtWorks, I'd love to hear from you.
Prosci Webinar - Applying the Prosci ADKAR methodologyProsci ANZ
The Prosci ADKAR® Model describes the five building blocks of successful change at the individual level. In times of change - whether at home, in the community or at work - individuals need Awareness, Desire, Knowledge, Ability and Reinforcement to successfully make a change. This webinar presents the Prosci ADKAR Model and six applications of the model for change management professionals.
Change Management concepts, tools and techniques and best practices are included. Besides, challenges and the role of leadership in change process also highlighted.
Talking Points and Agenda:
Why change management is important?
Brief about the book "who moved my cheese"
The Change Curve
Emotional intelligence and people reacting to change
Guidelines on how to adopt to change
How to tackle negative resistance
Examples of change management methodologies
Lewin's Model
Beckhard and Harris
Use Transformation Strategy PowerPoint Presentation Slides to bring out a successful transformation. Be it a digital transformation, cultural transformation, organizational transformation or any other transformation, these content-ready professionally designed transformation strategy PowerPoint templates will help you execute the change without any hassles. This presentation covers transformation plan, strategy, checklist, obstacles, etc to let you have a smooth transition. Add these ready-made transformation strategy PPT slides to transform your organization to remain competitive or to serve your clients better. Implement a successful transition using ready-to-use change management PowerPoint slideshow. This deck comprises of PPT templates such as gap analysis, transformation readiness checklist, transformation obstacles, resistance management plan, communication plan, etc. Develop transformation strategy and design a plan to achieve the intended goals. This complete presentation will help you identify the potential risks to execute an effective transformation in an organization. Download transformation strategy PPT templates to achieve the desired goals. These templates are completely customizable. You can edit the color, text, icon, and font size as per your need. Grab this complete presentation now. Trigger the imagination of your audience with our Transformation Strategy Powerpoint Presentation Slides. Create a vision of the future with your thoughts. https://bit.ly/38s0vwo
Is there a simple way to explain to someone what change management is and why it is essential, not optional? Prosci’s Five Tenets of Change Management helps you tell a simple and compelling story about why change management is necessary for projects to deliver results and achieve objectives. The five tenets help you provide crucial context for your “what is change management?” discussions. During the webinar, you will have the chance to create your own “five tenets” story.
A 60min in depth demonstration of the Prosci ADKAR dashboard with proven examples, tips and techniques resented by Catherine Smithson and Joanne Rinaldi from Being Human.
Tim Creasey's track session on ADKAR - "Catalyzing Individual Transitions to Deliver on Business Transformation" - delivered at Gartner BPM Summit, Sept 2015.
Driving Organizational Change Dreamforce 2014 (Salesforce)Steve Heye
My presentation from 2014 Dreamforce all about how software implementation is no longer a technology project, it requires organizational change. My presentation tries to draw a difference between technology implementation and technology adoption.
Do People Resist Change March 2015 talk at the Association for Project Manage...Assentire Ltd
Rod researched ‘Resistance to Change, from a Leaders’ Perspective’ and has a passion for working with organisations at key transition points within their life cycle. Informed by more than 25 years as an Electronics Engineer, a Manager in Hi-tech International Corporate and SME contexts experiencing many M&A related assignments. Rod brings measurement methodologies to inform Behavioural Change initiatives, exploring Team Performance and Innovation Potential.
Overview
- Organizations must change with the times to remain successful and maintain competitive advantage.
- However, change failure rates currently are above 60%.
- To find out why, we analyzed 6000 business leader comments from 80 countries related to their experience with change management.
- Failure is caused primarily by people-related factors.
- Organizational change can be traumatic and resisted by those involved, and when it is, change fails.
- Leaders need aligned employees that support and trust change to stand any chance of success.
- Once Leaders recognize that change resistance causes stress (and vice-versa) and identify their specific stressors, they can be more effective in reducing it.
- Focusing Change to Win is a change manual for leaders which distills the collective wisdom of over ten thousand years of change-management experience. It outlines how questionnaires and action point checklists can be used to increase the chances of change success as leaders review, navigate and plan change.
- Above all, this book is useful and practical! It provides guidance as you move to reap the benefits of gaining competitive advantage of implementing successful change in your organization.
The science of organizational change - summary and chapter descriptionPaul Gibbons
What can 21st century science teach us about leading change? Mindfulness, choice architecture, risk psychology, evidence-based management, influencing with facts, VUCA, systems thinking, cognitive biases and much more (really).
GI Net 5 - Best Practices on Change LeadershipHora Tjitra
The preliminary insights from our recent studies of change leadership in Indonesia, China, Singapore, US, Germany and France covers:
- Insights from CEO and other C-Level Executives from Indonesia, Germany, US and France.
- Where leaders’ successes and failures exist in leading large scale change – through their own report of self learning as well as their assessments of their organization’s capacity to change.
- Human dilemmas the leaders faced when becoming the leader of a large scale change, also looking at the kinds of solutions that address these dilemmas.
- The challenges of change as represented by both the leader and the organization.
Definitions of Organizational Development - Organizational Change and Develo...manumelwin
Organization development is an effort (1) planned, (2) organization-wide, and (3) managed from the top, to (4) increase organization effectiveness and health through (5) planned interventions in the organization’s “processes,” using behavioral-science knowledge.
Una visione a 360° sulla gestione dell'informazione in azienda. Ho cercato di fornire una cassetta degli attrezzi che permetta di affrontare in maniera completa progetti di KM ma soprattutto di Learning Organization aziendali. Vengono affrontate le dimensioni: Organizzativa, Relazione, Tecnologica e Human Centered. Se servono approfondimenti potete contattarmi.
8 reasons you need a strategy for managing information...before it's too lateJohn Mancini
Highlights from a keynote presentation that complements AIIM's free e-book -- 8 reasons you need a strategy for managing information...before it's too late.
E-book available at http://www.aiim.org/8things
Change management refers to the process of planning, implementing, and controlling organizational changes in order to ensure successful adoption and minimize resistance. It involves identifying the need for change, creating a strategy, communicating with stakeholders, and supporting individuals and teams through the transition. The aim is to mitigate disruptions, maintain productivity, and maximize the benefits of change initiatives. All of these activities require a great deal of expertise and skillsets in order to achieve expected outcomes.
It is crucial for leaders to effectively develop these skills to effectively manage change in an organizational setting. Change is inevitable and leaders must be able to navigate and adapt to change and take their team along to ensure organizational success. By developing change management skills, leaders can effectively lead their teams through transitions, minimize resistance, and maintain employee engagement and motivation. Also, change often comes with uncertainty and resistance among employees. Without the right skills, leaders may struggle to effectively communicate the rationale behind the change, address concerns, and build trust with their teams to create a positive and supportive environment that encourages employee participation and reduces resistance.
This presentation is designed in accordance with leading corp trainers of india to help you develop your change management skills to lead your teams through transitions, minimize resistance, and foster employee engagement and motivation. Focus on building the skills mentioned in the slides to adapt and navigate through challenging situations effectively.
Auraa Image Management and Consulting (AIM&C), a premier corporate training firm in India, specializes in a comprehensive range of corporate services, including Executive Presence, Leadership Skills, Professional Dressing and Grooming, Luxury Selling Skills, Communication skills, Personal branding, etc. With an unwavering commitment to excellence, AIM&C has transformed the lives of numerous clients across various leadership levels. Ms. Samira Gupta, Founder of AIM&C and the best corporate trainer in India, comes with a vast experience of 25+ years in the corporate world in various leadership roles and almost a decade-long experience in Leadership Training, Executive Presence Coaching, and Image Consulting. Partner with us to train your teams to enhance their skillsets and gain the right guidance to effectively communicate the rationale behind change, address concerns, and build trust, creating a positive and supportive environment for adopting new growth-oriented changes in your organization. Embrace change and unlock your leadership potential with us.
To avail these corporate training services in India, contact us at samira@auraaimage.com/nayanika@auraaimage.com or visit www.auraaimage.com. You can also call us at +91 9958934766 or +91 7830222285.
Great leaders come in all shapes and sizes, genders and cultures, but they all possess many of the qualities I’ve highlighted in the Think Oak A to Z of Leadership Qualities
What is culture? What kinds of culture are there?
2. What are the key methods used to describe cultures? What are the additional determinants of cultures?
3. How does culture impact local business practices and how does cultural understanding apply to business
negotiating?
4. What is global business ethics and how is it impacted by culture?
5. How do ethics impact global businesses?
Individual Article SummaryResearch and select an article.docxEstelaJeffery653
Individual Article Summary
Research
and
select
an article(s)
Summarize
the article you have chosen in a 350-word paper.
INTRO & CONCLUSION INCLUDED! NO PLAGIARISM!!!
Explain
how your selected article(s) relate(s) to two of the five Week 2 Objectives.
Week 2 Objectives: Existing Work Process:
2.1 Categorize process analysis techniques which are utilized at the various phases of process improvement.
2.2 Explain how baselining and benchmarking are vital to the change process
2.3 Identify three categories of process improvements that may be applied to organizations
2.4 Examine the benefit and importance of accurately documenting the As-Is Process.
2.5 Create an As-Is Process flowchart.
Reference
the article according to APA guidelines.
BELOW IS THE ARTICLE!
Introduction “A change leader looks for change, knows how to find the right changes and knows how to make them effective both outside the organization and inside it”, said management guru Peter F Drucker. Alan Mulally, of Ford; Jack Welch, of General Electric; Carlos Ghosn, of Renault; and Lou Gerstner of IBM, are examples of leaders who succeeded in overcoming obstacles and in turning round their organizations. Individuals,likeorganizations,undergochange.Thethreemainstagesforhumansarebirth, growthanddeath.Organizations,incontrast,experiencebirth,growth,transformation,decline anddeath.Goodleadersmustintervenebeforetheirorganizationreachesthestageofdecline. Change management involves effecting reform in a systematic, structured and sequential manner to transform the organization from uncertainty to certainty when volatility, uncertainty, complexity and ambiguity are around. Change management calls for value-based, principle-centered leadership to achieve organizational transformation effectively. In a nutshell, it is about managing change effectively, with all the tools available, without inviting resistance.
Is change essential? People change with changing times and circumstances and new technologies that affect their personal, professional and social lives. It is almost impossible to avoid change. Organizations must similarly change with the changing times, circumstances and technologies. Customer demands, tastes and preferences change rapidly. Creativity and innovation help companies to stand out from the pack and beat the competition. Change is therefore essential for growth. Change is different from growth. Change may take place overnight. Growth, however, is gradual. Change could be for better or worse, while growth is usually for the better. Growth means stepping into known areas, whereas change means stepping from a known to an unknown area. Growth often demands hard work, whereas change can happen without this.
Why do people resist change? Employees often react negatively to a change in their work location, the nature of their work or the policies and procedures governing their role. The reasons include employees not having the competencies and qualifications needed.
Business Acumen 5.0 for Sustainable Competitive AdvantagesSeta Wicaksana
Two-thirds of corporate executives believe a lack of business skills or business acumen inhibits their company from meeting strategic priorities. It was established that most strategic plans fail to achieve their strategic goals due to the turbulent changes that exist in the global market today. Since most of the failures in the strategic process occur at the execution stage it is increasingly important that managers at all levels learn how to implement these vital plans while maneuvering through the changes that occur as a result of the dynamics of the markets.
In An organization of high business acumen individuals can expect to see leaders with a heightened perspective that translates into an ability to inspire and excite the organization to achieve its full strategic potential. As your leadership responsibilities expand, so does your need to understand the impact of every decision on the strategic and financial goals of your organization. That's why business acumen—an intuitive sense of how the moving parts of a company work together to create profit —is indispensable.
How ready is your organization for change?Linkageinc
Let’s face it: change today is fast and it’s frequent. And it can be painful if your organization is not ready.
Unfortunately, change won't stop and wait for your organization to be ready. Fortunately, there is a formula for creating a “change-able” organization and culture—one that can define, launch, implement, and sustain change at all levels.
Let Linkage help your organization lead successful change. Visit us at www.linkageinc.com/change.
Accelerating and improving the change experience (new design) v2Nick Murphy
Leading and managing change is becoming a critical 21st century capability. This presentation identifies the factors that contribute to successful change and offers achievable strategies and services to help organisations improve the change experience.
Leadership Development Process - InspireOne - Redefining Learning JourneysInspireone
Development & Business results are interlinked comprehensively. Unless business leaders &
HR/OD leaders don’t work together to create and
support this linkage, a virtual tug of war will pull
people in opposite directions. InspireOne provides complete leadership development solution for your company.
Autocratic Leadership and Qualities of a Good Leader
Introduction
Maintain your relevance and stay adaptable in today's time in an ever-changing environment? Become a better leader by learning how to efficiently adapt to change yourself accordingly. Adoption is the most important key to success in entrepreneurships.
Big changes of adoption happened in the past in the smartphone industry. Before Android started in smartphones, at that time it was the most popular Nokia brand. But when the Android operating system started in the smartphones officially. The key decision in Android history was Google's commitment to make Android an open-source operating system. That allowed it to become highly popular with third-party phone makers. Just a few years after the launch of Android 1.0, smartphones powered by the new OS were everywhere.
Autocratic Leadership and Democratic Leadership aren't good for a company, in leadership a person's combination of both in great leadership. Qualities of a Good Leader, that makes a person Good leader in entrepreneurship.
Leadership is not just about achieving company goals, and making the company profitable and focusing on business stability. In a business, leaders who are the main key person who decides the company or organizational future and contribute to achieving company goals and visions. How much a company will become successful totally depends on a business leader, who leads the company commands.
Leadership responsibility, solving the huge problems and focusing on solutions. Those are mainly focused on problem solving approaches. And a solution oriented person in a company. That person takes the responsibility of a company. Regarding company growth, company profitability, company stability.
In today's society we need to require a different set of skills than it did in the past. It's undeniable that social media platforms like Twitter, Facebook, Instagram and Tiktok have dominated and changed the way we compete in the business landscape. With a sea of competitors, it now matters how we present ourselves online and how we create experiences that are attractive to our clients and customers.
Although some leadership skills, qualities and leadership habits remain the same, refusing to adapt to the current norm will make it difficult for a leader to stay in the game. Most challenging: how do we adapt to change in this fast-paced digital world? But how do we keep up and stay relevant as a leader?
Ignore middle managers at your peril!!!. Why middle managers hold the key to ...IQ Business - agility@IQ
Lack of Executive buy-in is known to be one the leading causes of failed Agile transformations! But what about another level of management buy-in that can either make or break your agile transformation efforts… Middle management!
Based on my experience in large corporate organisations undergoing an agile transformation, I have encountered massive support and buy-in from senior leadership and executives. Yet, still some of these transformations have failed to see the significant improvement in results that there were expecting. Middle management are often overlooked in Agile transformation initiatives, yet they are the people most effected by the change… and therefore the most likely to resist.
Similar to Adoption framework + change leadership (20)
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
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Source: Making Sense of Change Management by Esther Cameron and Mike Green (2004): www.integralchange.co.uk
http://www.leadershipnow.com/leadingblog/2013/12/leading_through_uncertainty.html
Leading Change Through Uncertainty
Leading change through uncertainty means leading with the truth. People can handle the truth.
The negative energy created by worrying is replaced with positive, productive actions and attitudes. Some leaders are afraid of the truth because it incriminates them and exposes their weaknesses.
Source: http://connectedprincipals.com/archives/7184
Activate a Change Agent Network
Clear Vision - A change agent does not have to be the person in authority, but they do need to have a clear understanding of the vision and be able to communicate that clearly with others
Patient Yet Persistent - Change does not happen overnight; not everyone moves at the same pace; the persistence comes in that you will take opportunities to help people get a step closer often when they are ready, not just giving up on them after the first try
Asks Tough Questions - Keep asking questions to help people think, don't alleviate that by telling them what to do without discussion or debate
Knowledgeable and Leads by Example - Someone who is active in learning and can show by example what learning can look like will have much more credibility with others; if you want to create change, you have to not only be able to articulate what that looks like, but show it to others
Strong Relationships Built on Trust - Effective change agents must foster solid relationships with the people that they serve; people will not want to grow if they do not trust the person that is pushing the change; typically they are approachable and reliable
2014 Edelman Trust Barometer
http://www.edelman.com/insights/intellectual-property/2014-edelman-trust-barometer/about-trust/executive-summary/
Excerpt: Employees are considered the most trusted source across most clusters of trust attributes, especially among those attributes grouped under engagement (50percent) and integrity (37 percent), the most important as measured by the Edelman Trust Barometer. The public wants to hear directly from employees as ambassadors for the company who can attest to its integrity, the quality and relevance of products and services offered and the operational strength of the company, including its leadership.
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Source: http://www.forbes.com/sites/davidkwilliams/2013/07/18/the-best-leaders-are-vulnerable/
Compassion for Others
To be effective at supporting people and organizations through change, we must come from a basic fundamental perspective of compassion and empathy, not judgment, speaking up and acting on behalf of users, leaders and all stakeholders involved in the process.
We all know leaders who are filled with bravado and the fierce belief that showing the slightest hint of vulnerability would cause them to be seen as weak
In reality, they could not be more mistaken as it is a sign of courage and strength; the greatest leaders have this self-awareness
Vulnerability is the combination of uncertainty, risk and emotional exposure
Vulnerability is the absolute heartbeat of innovation and creativity
Source: Making Sense of Change Management by Esther Cameron and Mike Green (2004): www.integralchange.co.uk
http://www.leadershipnow.com/leadingblog/2013/12/leading_through_uncertainty.html
Leading Change Through Uncertainty
Leading change through uncertainty means leading with the truth. People can handle the truth.
The negative energy created by worrying is replaced with positive, productive actions and attitudes. Some leaders are afraid of the truth because it incriminates them and exposes their weaknesses.
Source: Adapted from the Kubler-Ross profound change curve (1969/2012)
Change Curve
The change curve demonstrates how we, as individuals, react to change and typically what phases we go through, until we accept the change
People are at the heart of the change curve
Key stages: Awareness, Alignment, Acceptance, Competency and Engagement
Source: http://www.forbes.com/sites/danschawbel/2012/08/13/how-to-use-storytelling-as-a-leadership-tool/
The Power of Storytelling