Metamorphosis Management Group frameworks & approach to working with leadership team, and setting up effective organizational design. The approach - can be described in these slides. The WORK - to engage leaders & stakeholders to change their organization - you'll need to experience directly.
Learning & Development - Shifting From Normal to the New NormalRoshan Thiran
In this presentation, Roshan Thiran shares his insights on how the Learning, Development and Engagement functions in organisations are changing. He also shares insights on how HR and Learning professionals can adapt to these changes by leveraging technology and being transformation focused
Metamorphosis Management Group frameworks & approach to working with leadership team, and setting up effective organizational design. The approach - can be described in these slides. The WORK - to engage leaders & stakeholders to change their organization - you'll need to experience directly.
Learning & Development - Shifting From Normal to the New NormalRoshan Thiran
In this presentation, Roshan Thiran shares his insights on how the Learning, Development and Engagement functions in organisations are changing. He also shares insights on how HR and Learning professionals can adapt to these changes by leveraging technology and being transformation focused
Leading & Managing Transformational ChangeDavid Moon
Successful transformational change requires leaders throughout the organization to focus relentlessly and courageously in three areas: align the organization by building clarity and commitment, equip the organization for future success and maintain the diligence, courage and a bias for action to sustain the change
Learning Organization Governance for Top PerformersCorpU
This presentation reviews models for structuring a learning function and how to institute an effective governance structure for corporate learning. The presentation also features how Textron moved from a decentralized model to a federated model for Learning and Development.
Joanna Barclay of Culture Leadership Group and Vincent Ho of aAdvantage Consulting share the ABCs for inner and outer transformation to support leaders' journeys of culture change to measure, map and manage culture transformation.
Outline:
- Influence of values and brhaviours on high perfomance, engagement and retention
- Overview of culture transformation tools and the link between performance and culture
- Leadership development and personal alignment to 'wak the talk' and motivate continuous learning to develop a culture of participation
- Case studies on building high performing leadership teams
Training Slides of Reinventing Creative & Innovative Leadership discussing the importance of Leadership.
For further information regarding the course, please contact:
info@asia-masters.com
www.asia-masters.com
Women Matter 2012: Making the breakthrough, examines the gender-diversity programs of 235 large European companies. The report investigates what initiatives companies are taking, what is working well or less well, and why.
The research found that most companies are now taking gender diversity issues extremely seriously, devoting real resources to redressing the gender imbalance. But many companies also expressed frustration that their efforts do not always create the expected impact.
ASEAN Leadership Model (research funded by SMU Executive Development)Michael Netzley, Ph.D.
With the creation of the AEC in 2015, companies have increased incentive to look at ASEAN for growth. But what leadership model should companies invest in? Given the context of ASEAN, we cannot simply import a model from Europe or USA. This presentation shares a first look at SMU's ASEAN leadership model and presents the initial findings of our CEO interviews. Research was funded by SMU's Executive Development Office.
Twelve reasons why the saying that "culture eats strategy for lunch" originally attributed to Peter Drucker is valid, each illustrated with a real world example and a question for your organization. Adapted from the Values Coach "Cultural Blueprinting Toolkit" (www.CulturalBlueprint.com).
Leading Change: 5 ways to transform your organisation's cultureEnnovate
A guide to leading change is based upon the authors experiences of over 10 years research and insights gained from working across multiple industries and helping large organisations to deliver transformative change. The authors are Ian Duncan and Cormac Murphy.
Leading & Managing Transformational ChangeDavid Moon
Successful transformational change requires leaders throughout the organization to focus relentlessly and courageously in three areas: align the organization by building clarity and commitment, equip the organization for future success and maintain the diligence, courage and a bias for action to sustain the change
Learning Organization Governance for Top PerformersCorpU
This presentation reviews models for structuring a learning function and how to institute an effective governance structure for corporate learning. The presentation also features how Textron moved from a decentralized model to a federated model for Learning and Development.
Joanna Barclay of Culture Leadership Group and Vincent Ho of aAdvantage Consulting share the ABCs for inner and outer transformation to support leaders' journeys of culture change to measure, map and manage culture transformation.
Outline:
- Influence of values and brhaviours on high perfomance, engagement and retention
- Overview of culture transformation tools and the link between performance and culture
- Leadership development and personal alignment to 'wak the talk' and motivate continuous learning to develop a culture of participation
- Case studies on building high performing leadership teams
Training Slides of Reinventing Creative & Innovative Leadership discussing the importance of Leadership.
For further information regarding the course, please contact:
info@asia-masters.com
www.asia-masters.com
Women Matter 2012: Making the breakthrough, examines the gender-diversity programs of 235 large European companies. The report investigates what initiatives companies are taking, what is working well or less well, and why.
The research found that most companies are now taking gender diversity issues extremely seriously, devoting real resources to redressing the gender imbalance. But many companies also expressed frustration that their efforts do not always create the expected impact.
ASEAN Leadership Model (research funded by SMU Executive Development)Michael Netzley, Ph.D.
With the creation of the AEC in 2015, companies have increased incentive to look at ASEAN for growth. But what leadership model should companies invest in? Given the context of ASEAN, we cannot simply import a model from Europe or USA. This presentation shares a first look at SMU's ASEAN leadership model and presents the initial findings of our CEO interviews. Research was funded by SMU's Executive Development Office.
Twelve reasons why the saying that "culture eats strategy for lunch" originally attributed to Peter Drucker is valid, each illustrated with a real world example and a question for your organization. Adapted from the Values Coach "Cultural Blueprinting Toolkit" (www.CulturalBlueprint.com).
Leading Change: 5 ways to transform your organisation's cultureEnnovate
A guide to leading change is based upon the authors experiences of over 10 years research and insights gained from working across multiple industries and helping large organisations to deliver transformative change. The authors are Ian Duncan and Cormac Murphy.
Culture Eats Strategy for Breakfast - Greenspot by DartGroup Amsterdam - Cont...Sirous Kavehercy
I was invited by marketing agency Dart Group to speak at a Greenspot gathering in Amsterdam, where I discussed the importance of culture in international business. The audience included marketing and communication professionals from various sectors.
This presentation provides a brief and 360 degree view of culture including historical, social, communicative and organizational aspects of it.
The purpose of the slides is not to provide answers but to present facts, raise questions, start a conversation and trigger the viewer to think differently. This led to a lively and informative discussion in the audience. It is obviously impossible to replace that with written notes.
For a detailed recap please visit the website. If you have questions let me know and I will be happy to share my thoughts with you http://www.tripylonmedia.com.
This is my presentation for a large FMCG company where I talked about the power of culture in a world of hypercompetition and non-stop change. They title, attributed to Peter Drucker, was given to me as the starting point. The presentation discusses two important forces that can either work in favour for you, or against you when building a strong company culture.
Innovation and Open Innovation by Inno GarageInno Garage
Handling innovation is never easy. Companies try to contain the sources of innovation by not allowing the "outsiders" to enter company affairs. We are here to present our academic view on Open Innovation and how it will help in taking your company to the next level.
Inno Garage is one of the foremost consultancies on offering open innovation, crowdfunding and crowdsourcing ideas. To know more about our services, have a loot at
http://www.innogarageconsulting.com/2014/02/crowd-sourcing-solutions.html
http://www.innogarageconsulting.com/2013/10/battle-test-your-innovation-strategy.html
Bert Sandie, Director, Learning & Development, Electronic Arts, Inc's Keynote Address at the Enterprise 2.0 Conference in Boston 2011.
Using real-world experiences to demonstrate the critical importance of why culture and employee behaviors need our full attention to full leverage collaboration and knowledge sharing inside our organizations.
How can you or your PRSSA chapter help support a stronger public relations profession? As future public relations leaders, you “set the tone for diversity and inclusion.” It’s up to you and your members to be “involved, accountable, and focused on creating an inclusive culture.”
The Plank Center for Leadership in Public Relations is co-hosting a webinar with PRSSA titled, “Promoting Diversity & Inclusion Excellence.” Diversity and inclusion is an important topic across many industries, especially public relations.
From examining previous research to understanding how top organizations are moving the D&I dial, this webinar will equip you and your chapter with key takeaways that can be implemented today to serve tomorrow’s public relations leaders.
The webinar featured experts who discussed their diversity and inclusion research, observations, and experience. The experts were:
- Keith Burton, principal, Grayson Emmett Partners
- Andrew Cook, VP of Advocacy, PRSSA 2016-2017
- Pat Ford, worldwide vice chair, chief client officer, Burson-Marsteller
- Dr. Nilanjana Bardhan, professor, Southern Illinois University at Carbondale
Diversity and Inclusion in Action: Top Diversity Leaders Share Roadmaps for Success
Learning objectives: Strengthen diversity strategies for inclusion, leadership, and performance
Are you ready to stop spinning your wheels? Do you want to upgrade your diversity GPS? There is a process by which you can successfully roll out a robust and sustainable diversity initiative. Clarifying and effectively mapping your direction will save you and your organization time and resources. This process includes understanding specific diversity challenges that are tied to the business goals of the organization. Often companies start with external recruiting, employee resource groups, and other sources that may not yield maximum results. What does success mean to your organization and how can your initiatives contribute to this greater purpose? In this seminar, top diversity and inclusion leaders share ways to drive your message, implement best practices, and integrate your diversity strategies to increase talent acquisition, enhance performance, and strengthen leadership skills.
At the end of this seminar, participants will be able to:
a. Explore best practices in diversity and inclusion leadership practices
b. Examine the process of developing sustainable diversity and inclusion initiatives
c. Discuss leadership and talent management strategies
d. Create a process or plan that works within their organizational needs
e. Use tools and tips for engaging effective consultants and outside vendors
We at Think Talent believe that strong organization culture help build an environment with meaning, and offer ways to interpret and shape events and situations.
Updated brochure on Cultivate Talents AMP methodology designed to link strategy and setting direction with implementing the right change method and using business focused applied learning for leaders around business activities and improving performance
Hay Group invites you to its signature global business event - the International Conference. Slated to be held in Shanghai this year, the theme of focus is "Leading Transformation". Stay posted for more details on the event!
The social life of ideas: From innovation to profitHay Group India
The main challenge in organizational innovation lies in its execution, and not in having more ideas. Top companies create supportive cultures that transform ideas into profitable investments.
Companies need innovation to survive. In fact, there is no shortage of clever people and smart ideas. Hence the competitive edge comes from having the best execution – from the time the idea is first identified, shepherded through the corporate maze, and into the hands of the paying customer.
And yet, in many companies, the chase for short-term profitability can become the Achilles heel of long-term business sustainability. The way to avoid this is to have a deep-rooted culture that promotes innovation and new ideas to filter up and sideways.
The global economic meltdown has radically changed the deal landscape. Research findings from Hay Group reveal that there are several critical success factors for all executives to keep in mind which make the difference between winning and losing in the M&A game.
The changing face of reward examines how the business drivers of reward are changing due to the impact of the global downturn and other macroeconomic trends in the global economy.
Talent Q’s Dimensions provides a cost-effective way to measure the capability of sales staff, especially when assessing large numbers in revenue-critical roles.
CEOs at the world’s most successful companies know that they can only safeguard their organization’s competitive future if they have the right leaders to develop and implement their strategy.
Future winners are investing in the right leaders today. As in past recessions margins are being cut, costs pushed down, currencies are shifting – and future winning organisations are starting to reposition themselves.
An organisation can be destroyed by its own culture. There’s a slow route to decline and a swift route to catastrophe. In these circumstances, institutional collusion in interpreting key facts leads to pervasive managerial delinquency.
Ask someone to name some management gurus and it’s a pretty safe bet that the name Bob Geldof won’t come top of their list. On the face of it, the rock star who sang about hating Mondays might sound like one of the most unlikely experts on management issues.
In the words of EI guru Dr Daniel Goleman, Emotional Intelligence is: ‘the capacity for recognizing our own feelings and those of others, for motivating ourselves, for managing emotions well in ourselves and in our relationships.’
Leadership for tomorrow: Once more, with feelingHay Group India
Know yourself.’ The ancient Greeks considered this a must have
virtue. And they were right, as recent research shows a direct correlation between high leadership performance and accurate self-awareness – in other words, emotional intelligence.
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
3. Engage and enable staff
to enhance performance
Staff enablement is about much more than n Develop and communicate a specific
motivation: it is about ensuring employees definition of career development,
have the tools they need to do their job specifying what it means, where it occurs
properly without frustration and that there and the distinctive opportunities for growth
are no significant barriers in their way. Our and development your organisation offers.
research shows that organisations where Outline the responsibilities of individuals,
members of staff are both engaged and managers, and the organisation.
enabled show more than four times the
revenue growth of those in the lowest quartile. n Take a total rewards approach. To help
employees see the balance between
In many organisations, engaged but frustrated contribution and what they get back,
employees suffer in silence, not wanting to be ensure that reward communications
seen as trouble makers; these are the people emphasize the full range of rewards
most likely to jump ship. Many staff surveys focus the organisation offers employees
only on motivation and engagement, looking (both tangible and intangible).
at employees’ desire to go the extra mile, rather
than examining whether the structures they n Provide employees ‘specific freedom to
have in place enable them to do this. It is critical act’, ensuring that they understand which
to investigate both elements. decisions they can and cannot make. When
the scope of decision making is unclear
What you can do now: employees will be disinclined to take risks
or make even simple decisions.
n Determine whether employees are hearing
consistent messages from managers at n Train managers to regularly evaluate
all levels. If middle managers and first- processes, ensuring that roles and work
line supervisors are supportive of senior systems are aligned with present work
executives, they can foster high levels of demands in order to avoid the trap
confidence in the organization’s leadership. of routines.
5. Embrace diversity
to drive change
A diverse workforce brings enormous value to What you can do now:
an organisation. For companies entering new
markets, having employees who understand n Aim to recruit different people by using
the culture and practices of those countries more objective assessment methodologies
is essential. But, even at home, a workforce that avoid the ‘just like me’ syndrome and
that is diverse in terms of age, experience, show clear links to role requirements.
educational and socio-economic background, n Purposefully put together groups/project
as well as race, culture and gender, will bring teams of people from different backgrounds.
different perspectives that can broaden
horizons and catalyse change. Diversity is n Use diagnostics to see if different groups
challenging for organisations, as we all find it view the organisation/work in different ways,
easier to spend time around people who are then act on the results.
like us – but the rewards are plentiful. n Have facilitators who help teams harness
the varying views of their members – people
with no vested interest in the ‘right’ solution.
Case studies: Embrace diversity to drive change
What gets people out of bed in the morning IBM’s Corporate Service Corps sends teams
is different for different people, noted of 30 people from across the world to
leading business thinker Tamara Erickson. work on month-long projects in Kenya, for
Some thrive on risk and want no two days example, to learn about new key markets
to be the same; others prefer to stay firmly and develop global relationships, said
within their comfort zone. Understanding business expert Anil Gupta. The employer
what excites each employee is key to gains twice: it cultivates high potentials with
mobilising their intelligence and inspiring a global mindset and it aids recruitment by
them to perform. offering one of the most sought-after career
plans in the world.
What gets people out of bed in the morning is
different for different people. Understanding
what excites each employee is key to mobilising
their intelligence and inspiring them to perform.