[To download this presentation, visit: https://www.oeconsulting.com.sg/training-presentations]
In today's work environment, the ongoing challenges of creating the magical bond between team members can be elusive. Moreover, it has become increasingly challenging, since we have been moving from the emphasis on social skills to technical and managerial skills. And as a result, the body of traditions and knowledge concerning the magic of teams have been lost.
Good teamwork is the ability to effectively collaborate with teammates, with the work, and with a common goal or purpose.
Based on world-renowned Patrick Lencioni's and Bruce Tuckman's work on team management, this uniquely blended team building PPT training presentation provides you with the much needed practical guidance on how to identify dysfunctional teams and put in place a process to build effective and collaborative teams in your organization.
LEARNING OBJECTIVES
1. Recognize the characteristics of high performing teams
2. Understand the five dysfunctions of a team
3. Describe the stages of building an effective team
4. Identify the qualities of good team leaders
5. Define the role of the team leader
6. Identify ways to sustain and improve team performance
CONTENTS
1. Introduction and Overview
2. The Five Dysfunctions of Teams
3. Stages of Team Development
4. Choosing a Good Team Leader
5. Role of the Team Leader
6. Sustaining & Improving Team Performance
Презентацията съдържа обобщение на семинара на Tony Robbins - Unleash The Power Within. Семинара е най-големият по рода си в световен план за личностно развитие и усъвършенстване. Тони Робинс е един от най-добрите експерти в тази насока и е помогнал на над 5 000 000 души по целият свят да променят и подобрят живота си. В презентацията има изключително много упражнения от семинара.
Navigating Generational Differences in the Professional EnvironmentMeghan Granito
With five generations meeting in the workplace for the first time in history, we are challenged daily to understand the attitudes, values, and demands of our coworkers, customers, and the public in general. Understanding the similarities and differences between the generations, including distinct preferences for how to communicate effectively, is key to successful relationships.
People are products of their history, their environment and all of their experiences. As a result, people from different generations often have very different life experiences that shape how they think, what they value, and what drives them. These influences affect people’s values and attitudes throughout their lives.
When we are young, we learn things like manners, social cues and social values and incorporate them into our daily actions to the point that we don’t even think about them. How useful would it be to have a collaboration and influencing framework, a tool to improve your social awareness to the point that advanced leadership skills become second nature to you? Today we’re going to explore one such model, the SCARF® model.
The SCARF Model was developed by David Rock in 2008 and is described as a brain based model, as it leverages detailed neuroscience research.
The 3 Themes of the SCARF Model
SCARF centres around three core themes or ideas. Our rough translation of those themes is:
1 - ‘Social threats’ are perceived by the brain with the same intensity as actual physical threats.
2 - When are under threat, our ability to solve problems or make decisions or interact with others is diminished. When we are in a ‘reward environment’ our abilities are enhanced.
3 - The threat response, or the desire to avoid pain, is more common and always outweighs the desire to seek pleasure. Thus the more pain we can avoid in social situations, the more effective we can be.
[To download this presentation, visit: https://www.oeconsulting.com.sg/training-presentations]
In today's work environment, the ongoing challenges of creating the magical bond between team members can be elusive. Moreover, it has become increasingly challenging, since we have been moving from the emphasis on social skills to technical and managerial skills. And as a result, the body of traditions and knowledge concerning the magic of teams have been lost.
Good teamwork is the ability to effectively collaborate with teammates, with the work, and with a common goal or purpose.
Based on world-renowned Patrick Lencioni's and Bruce Tuckman's work on team management, this uniquely blended team building PPT training presentation provides you with the much needed practical guidance on how to identify dysfunctional teams and put in place a process to build effective and collaborative teams in your organization.
LEARNING OBJECTIVES
1. Recognize the characteristics of high performing teams
2. Understand the five dysfunctions of a team
3. Describe the stages of building an effective team
4. Identify the qualities of good team leaders
5. Define the role of the team leader
6. Identify ways to sustain and improve team performance
CONTENTS
1. Introduction and Overview
2. The Five Dysfunctions of Teams
3. Stages of Team Development
4. Choosing a Good Team Leader
5. Role of the Team Leader
6. Sustaining & Improving Team Performance
Презентацията съдържа обобщение на семинара на Tony Robbins - Unleash The Power Within. Семинара е най-големият по рода си в световен план за личностно развитие и усъвършенстване. Тони Робинс е един от най-добрите експерти в тази насока и е помогнал на над 5 000 000 души по целият свят да променят и подобрят живота си. В презентацията има изключително много упражнения от семинара.
Navigating Generational Differences in the Professional EnvironmentMeghan Granito
With five generations meeting in the workplace for the first time in history, we are challenged daily to understand the attitudes, values, and demands of our coworkers, customers, and the public in general. Understanding the similarities and differences between the generations, including distinct preferences for how to communicate effectively, is key to successful relationships.
People are products of their history, their environment and all of their experiences. As a result, people from different generations often have very different life experiences that shape how they think, what they value, and what drives them. These influences affect people’s values and attitudes throughout their lives.
When we are young, we learn things like manners, social cues and social values and incorporate them into our daily actions to the point that we don’t even think about them. How useful would it be to have a collaboration and influencing framework, a tool to improve your social awareness to the point that advanced leadership skills become second nature to you? Today we’re going to explore one such model, the SCARF® model.
The SCARF Model was developed by David Rock in 2008 and is described as a brain based model, as it leverages detailed neuroscience research.
The 3 Themes of the SCARF Model
SCARF centres around three core themes or ideas. Our rough translation of those themes is:
1 - ‘Social threats’ are perceived by the brain with the same intensity as actual physical threats.
2 - When are under threat, our ability to solve problems or make decisions or interact with others is diminished. When we are in a ‘reward environment’ our abilities are enhanced.
3 - The threat response, or the desire to avoid pain, is more common and always outweighs the desire to seek pleasure. Thus the more pain we can avoid in social situations, the more effective we can be.
When working with multigenerational groups, it can be helpful to be aware of the cultural backgrounds, goals, life influencers and behaviours.
This infographic helps to summarise the differences between Traditionalists (the Silent Generation), Baby Boomers, Generation X and Generation Y (Millenials, Echo Boomers, Net Gen, Generation Why, Entitlement Generation)
Our goal is understand the strengths and differences of each generational groups to build successful organisations.
Of course, generalisations about generations are just that. Age defines a demographic, not a person. Ultimately, we need to get to know indviduals, not just make assumptions.
How to make a world of difference in a challenging world. It starts with a big enough reason to lead, then a reviewing and reorganising of our mindset, engaging team commitment through effective communications, and inspiring your followers to step up with excitement. It\'s not easy - and yet it\'s worth the effort.
Every organization needs to adapt to the ever-changing business environment. Sensing this need, we have come up with these content-ready change management PowerPoint presentation slides. These change management PPT templates will help you deal with any kind of an organizational change. Be it with people, goals or processes. The business solutions incorporated here will help you identify the organizational structure, create vision for change, implement strategies, identify resistance and risk, manage cost of change, get feedback and evaluation, and much more. With the help of various change management tools and techniques illustrated in this presentation design, you can achieve the desired business outcomes. This business transition PowerPoint design also covers certain related topics such as change model, transformation strategy, change readiness, change control, project managementand business process. By implementing the change control methods mentioned in the presentation, you will be able to have a smooth transition in an organization. So, without waiting much, download our extensively researched change management framework presentation. With our Change Management Presentation slides, understand the need for change and plan to go through it without any hassles.
Workplace Change and Transition by Catherine AdenleCatherine Adenle
Is your company currently undergoing major changes that will affect you or the staff in your organization? These changes are probably in response to the evolving needs of customers. They are made possible because of the change in economy, telecommunications and digital technology. And you can expect that they will result in significant reorganisation, improvements and profitability--all will result in success that all employees will share in future but navigating the change curve for you and others will be challenging. This presentation will provide tools and resources to help you cope with the change.
Positive Feedback Mechanisms: Promoting better communication environments in ...Jailza Pauly
Feedback is a critical part of communication and essential to developing the optimal work environment. How do you prepare for giving feedback? How do you respond to feedback? What does a good feedback environment look like? This workshop explored these questions and gave graduate students and postdocs opportunities to practice real-life scenarios giving and receiving feedback.
Managing Poor performance in workplace. Understanding the various types of performers in the organisation and managing them with care will ensure high level of protection from all legal consequences. We are introducing a new concept ECONO way of performance management that will ensure high level of compliance with Australian Fairwork act requirements of performance management and termination process.
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.
For years, manufacturing companies have been striving towards enterprise excellence throughout their organizations utilizing the philosophy, thinking and tools of lean. There are two basic pillars of lean including continuous improvement tools, and respect for people. There has been a very strong focus on the continuous improvement tools (kaizens, value stream mapping, A3 problem solving, 5S, cells/flow, setup reduction, etc.) with very little emphasis on respect for people. Businesses struggle with understanding the skills and abilities of leadership at every level of the organization required to inspirationally lead towards excellence.
As a result of the combination of the process initiatives over the past 100 years, seven out of eight people report leaving their jobs each day feeling that they work for a company that does not care about them. People are disengaged and unenthusiastic about their work resulting in huge losses of productivity to the entire organization.
Recently, the Association for Manufacturing Excellence (AME), the premier not-for-profit organization dedicated to the journey of continuous improvement and enterprise excellence, invited Barry-Wehmiller to partner with them in addressing the challenges facing manufacturing today. Together they hope to lead the way in transforming manufacturing companies through adoption of people-centric leadership practices. Their vision is to ignite a manufacturing renaissance driven by people-centric leadership coupled with enterprise excellence.
For more information about this topic at the AME Boston 2017 Conference, visit http://bit.ly/2oHMiTh
When working with multigenerational groups, it can be helpful to be aware of the cultural backgrounds, goals, life influencers and behaviours.
This infographic helps to summarise the differences between Traditionalists (the Silent Generation), Baby Boomers, Generation X and Generation Y (Millenials, Echo Boomers, Net Gen, Generation Why, Entitlement Generation)
Our goal is understand the strengths and differences of each generational groups to build successful organisations.
Of course, generalisations about generations are just that. Age defines a demographic, not a person. Ultimately, we need to get to know indviduals, not just make assumptions.
How to make a world of difference in a challenging world. It starts with a big enough reason to lead, then a reviewing and reorganising of our mindset, engaging team commitment through effective communications, and inspiring your followers to step up with excitement. It\'s not easy - and yet it\'s worth the effort.
Every organization needs to adapt to the ever-changing business environment. Sensing this need, we have come up with these content-ready change management PowerPoint presentation slides. These change management PPT templates will help you deal with any kind of an organizational change. Be it with people, goals or processes. The business solutions incorporated here will help you identify the organizational structure, create vision for change, implement strategies, identify resistance and risk, manage cost of change, get feedback and evaluation, and much more. With the help of various change management tools and techniques illustrated in this presentation design, you can achieve the desired business outcomes. This business transition PowerPoint design also covers certain related topics such as change model, transformation strategy, change readiness, change control, project managementand business process. By implementing the change control methods mentioned in the presentation, you will be able to have a smooth transition in an organization. So, without waiting much, download our extensively researched change management framework presentation. With our Change Management Presentation slides, understand the need for change and plan to go through it without any hassles.
Workplace Change and Transition by Catherine AdenleCatherine Adenle
Is your company currently undergoing major changes that will affect you or the staff in your organization? These changes are probably in response to the evolving needs of customers. They are made possible because of the change in economy, telecommunications and digital technology. And you can expect that they will result in significant reorganisation, improvements and profitability--all will result in success that all employees will share in future but navigating the change curve for you and others will be challenging. This presentation will provide tools and resources to help you cope with the change.
Positive Feedback Mechanisms: Promoting better communication environments in ...Jailza Pauly
Feedback is a critical part of communication and essential to developing the optimal work environment. How do you prepare for giving feedback? How do you respond to feedback? What does a good feedback environment look like? This workshop explored these questions and gave graduate students and postdocs opportunities to practice real-life scenarios giving and receiving feedback.
Managing Poor performance in workplace. Understanding the various types of performers in the organisation and managing them with care will ensure high level of protection from all legal consequences. We are introducing a new concept ECONO way of performance management that will ensure high level of compliance with Australian Fairwork act requirements of performance management and termination process.
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.
For years, manufacturing companies have been striving towards enterprise excellence throughout their organizations utilizing the philosophy, thinking and tools of lean. There are two basic pillars of lean including continuous improvement tools, and respect for people. There has been a very strong focus on the continuous improvement tools (kaizens, value stream mapping, A3 problem solving, 5S, cells/flow, setup reduction, etc.) with very little emphasis on respect for people. Businesses struggle with understanding the skills and abilities of leadership at every level of the organization required to inspirationally lead towards excellence.
As a result of the combination of the process initiatives over the past 100 years, seven out of eight people report leaving their jobs each day feeling that they work for a company that does not care about them. People are disengaged and unenthusiastic about their work resulting in huge losses of productivity to the entire organization.
Recently, the Association for Manufacturing Excellence (AME), the premier not-for-profit organization dedicated to the journey of continuous improvement and enterprise excellence, invited Barry-Wehmiller to partner with them in addressing the challenges facing manufacturing today. Together they hope to lead the way in transforming manufacturing companies through adoption of people-centric leadership practices. Their vision is to ignite a manufacturing renaissance driven by people-centric leadership coupled with enterprise excellence.
For more information about this topic at the AME Boston 2017 Conference, visit http://bit.ly/2oHMiTh
William Leahy, Customer Success Consultant, LinkedIn
Nicholas Stannard, Manager, Customer Success, Sale, LinkedIn
Change is hard, but it doesn't have to be painful. Navigating from aware to engaged takes time, but don't lose your hair over it. Change can be managed smoothly through inspiring your team, launching thoughtfully, measuring results, and rewarding creatively. Never underestimate the power of a small win.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
Effective application of change management increases the success rate of organizational changes to as high as 96%. In today’s fast-paced world, every organization can benefit from a better way to manage change.
The veteran business consultant William Bridges explains the meaning of a transition and how to manage the process successfully during an organizational change. The innovation makes the business world transforming in a fast pace. Managing transitions can be the key for the survival of the company in the new world.
Understanding, Initiating and Managing Change by Catherine AdenleCatherine Adenle
Explore the framework for understanding, initiating and managing change. Change management in organizations can take place when new business processes, changes in organizational structure, change in systems, cultural changes within an enterprise etc., take place. Simply put, change management in organization addresses all aspects of change especially the people side of change management.All you need to know about Change Management is packaged within this presentation.
#changemanagement #managingchange
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.
From Now to New Right Here: Change-as-Flipping (BetaCodex16) Niels Pflaeging
BetaCodex Network White Paper No. 16. March 2019
Authors: Niels Pflaeging & Silke Hermann
A white paper about the alternative to "change management" as we know it. Change is more like adding milk to coffee!
This slide set is part of the "Leading Successful Change" seminar, which is based on the award-winning story of "Our Iceberg is Melting" that illustrates how eight steps produce needed change under any conditions.
I recently gave a talk to the leadership team of an MNC on organizational change management. Here is the presentation material from it. The idea was to expose them to some nuances of organizational change and bring some practical insights from my own personal and professional experiences.
The topic of the talk is based on the latest craze in India - the kolaveri song. It represents a significant 'change' for anyone in the music or online industry and should make everyone sit up and take notice of what 'change' can do to them!
From Ideas to Innovation: Powering Up for ChangeKaren S Calhoun
Presented at the December 2011 PALCI Member Meeting in Harrisburg PA. Calhoun describes her new role at the University of Pittsburgh Library as AUL for Organizational Development; the nature of and necessary conditions for transformational change; and the challenges of the the change cycle.
It is a given that organizational change affects people. It is people, not processes or technology, who embrace or not a situation and carry out or neglect corresponding actions. People will help build what they create.
In this talk, I have discussed the issues around the need to recognize the business problem being solved, how to identify that, etc. rather than only focusing on the tech.
In this talk for the students of IIM Udaipur, I have discussed how AI as technology needs to deliver business value in order for AI as a discipline to be seen as relevant to business. I have also spoken briefly about my own research work.
What is #ThoughtLeadership? Is it mindless self-promotion, or is it more like some fancy management fad? Is it more like your social media presence, or sharing stories? What is the real deal here? In this talk, I have shared some ideas from others, and also some of my own learning over the years. Hope you find the answers you were looking for...
How does one go about blogging? Or, why to even blog in the first place? In this talk, I have shared some of my key learning over last 15 years of blogging
I delivered this guest lecture for the marketing team of Corteva Agriscience undergoing an executive program at ISB, Hyderabad. I have explained what is digital business model innovation, and how it could apply to agrobusinesses.
25 Years of Evolution of Software Product Management: A practitioner's perspe...Tathagat Varma
How has the role and function of product management evolved over the years? In this talk, I have shared my notes from my personal journey over the last 25 years.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
Buy Verified PayPal Account
Looking to buy verified PayPal accounts? Discover 7 expert tips for safely purchasing a verified PayPal account in 2024. Ensure security and reliability for your transactions.
PayPal Services Features-
🟢 Email Access
🟢 Bank Added
🟢 Card Verified
🟢 Full SSN Provided
🟢 Phone Number Access
🟢 Driving License Copy
🟢 Fasted Delivery
Client Satisfaction is Our First priority. Our services is very appropriate to buy. We assume that the first-rate way to purchase our offerings is to order on the website. If you have any worry in our cooperation usually You can order us on Skype or Telegram.
24/7 Hours Reply/Please Contact
usawebmarketEmail: support@usawebmarket.com
Skype: usawebmarket
Telegram: @usawebmarket
WhatsApp: +1(218) 203-5951
USA WEB MARKET is the Best Verified PayPal, Payoneer, Cash App, Skrill, Neteller, Stripe Account and SEO, SMM Service provider.100%Satisfection granted.100% replacement Granted.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
Website Link :
https://skyeresidences.com/
https://skyeresidences.com/about-us/
https://skyeresidences.com/gallery/
https://skyeresidences.com/rooms/
https://skyeresidences.com/near-by-attractions/
https://skyeresidences.com/commute/
https://skyeresidences.com/contact/
https://skyeresidences.com/queen-suite-with-sofa-bed/
https://skyeresidences.com/queen-suite-with-sofa-bed-and-balcony/
https://skyeresidences.com/queen-suite-with-sofa-bed-accessible/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-king-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed-accessible/
#Skye Residences Etobicoke, #Skye Residences Near Toronto Airport, #Skye Residences Toronto, #Skye Hotel Toronto, #Skye Hotel Near Toronto Airport, #Hotel Near Toronto Airport, #Near Toronto Airport Accommodation, #Suites Near Toronto Airport, #Etobicoke Suites Near Airport, #Hotel Near Toronto Pearson International Airport, #Toronto Airport Suite Rentals, #Pearson Airport Hotel Suites
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
2. Pace of change is only getting …faster!!!
2
http://sprott.physics.wisc.edu/pickover/pc/changing-pace.html
3. Even Crayola crayons are not immune to change!
http://www.vizworld.com/2010/01/evolution-crayola-crayon-palette/ 3
4. Change is…well…NORMAL!!!
No power...how to take shower?
Flat tyre...how to go office?
New technology…
New customer…
New manager…
New project…
New job…
New agile methodology…well…
4
5. If Change is Normal, then what is the Problem?
People
resist
change!
5
6. So, why do people resist changes?
Old Habits
Indictment
Comfort
of the Past
Zone
Practices
Genuine
concerns
Fear
Uncertainty
Doubt
6
7. Homeostasis
• The
tendency of most complex systems to reach a state of
equilibrium. The sense of balance that comes from
operating in a stable environment is seductive. It
masquerades as comfort. But it also leads to inertia – a
powerful and limiting force.
• Eventhe most talented and well-intended individuals, if they
are enveloped by the contentment of the status quo, don’t
generally recognize their condition – or the ensuing risks that
stagnation presented to their businesses. Management
scholars and consultants label the phenomenon “resistance
to change”…
8. …as a result, what do people do?
Disagree Procrastinate Pushback Deny
Reject Refuse Resist Sabotage
8
12. So, what is change?
http://www.visualthesaurus.com/app/view
12
13. The Myths around Change
Change
Change is slows things
absolute down
Chang
Change is
e is an
constraint Chang event
Change is e is a
an option threat
Change is
Change disruptive
is costly Change
Change is
is end of
risky Change
life
Change is can’t be
an predicted
aberration
14. The Reality… Change is
Change
safe
protects
Change is
us
rebirth
Change is Change is
the new relative
normal Change is
Change creative
makes us Change is
better
Change progress
creates Change is
options a process
Change
enables
us
14
15. Change in quotes
• We all have big changes in our lives that are more
or less a second chance – Harrison Ford
• If you don’t like change, you’re going to like
irrelevance even less – General Eric Shinseki
• Change brings opportunity – Nido Qubein
• It
is not necessary to change. Survival is not
mandatory – W Edwards Deming
• The bamboo that bends is stronger than the oak
that resists – Japanese Proverb
16. Is Change good?
“I can’t understand why people
are frightened of new ideas. I
am frightened of the old ones”.
- John Cage, American Composer
16
17. Is Change bad?
Over the coming decades, an accelerating pace of
change will test the resilience of every society,
organization and individual. Luckily, perturbations
create opportunities as well as challenges. But the
balance of promise and peril confronting any
organization will depend on its capacity for adaption.
Hence the most important question for any company is
this: Are we changing as fast as the world around us?
Gary Hamel, the Future of Management
17
18. Why change matters?
I'm very interested in the future
because I plan to spend the rest
of my life there.
— Robert Wood Johnson,
Co-founder, J&J
18
19. Change Models
• Satir Change Model
• Kubler-Ross Grief Cycle
• Transitions
• Lewin Force-Field Analysis
• Prosci ADKAR Change Model
• Situational Leadership
• Kotter 8-step Model
21. How to help during each stage
Stage Description How to help
1 Late Status Encourage people to seek improvement information and
Quo concepts from outside the group
2 Resistance Help people to open up, become more aware, and
overcome the reaction to deny, avoid or blame
3 Chaos Help build a safe environment that enables people to
focus on their feelings, acknowledge their fear, and use
their support systems. Help management avoid any
attempt to short circuit this stage with magical solutions
4 Integration Offer reassurance and help finding new methods for
coping with difficulties
5 New Status Help people feel safe so that they can practice
Quo
22. Kubler-Ross Grief Cycle
Shock Denial Stage Anger Stage Bargaining Depression Testing Acceptance
Stage*: Stage Stage Stage* Stage
• Initial • Trying to • Frustrated • Seeking in • Final • Seeking • Finally
paralysis at avoid the outpouring vain for a realization realistic finding the
hearing inevitable. of bottled- way out. of the solutions. way
the bad up inevitable. forward
news. emotion
26. ADKAR Model
• ADKAR Change Management Model proposed by Jeff Hiatt
and Timothy J. Creasey in “The Perfect Change”
• It characterizes the process for individual change in 5 key
steps:
• Awareness of the need to change
• Desire to participate and support the change
• Knowledge about how to change
• Ability to implement new skills and behavior
• Reinforcements to keep the change in place
27. Individual Change Process
• The time it takes for each individual to go through similar change
could be different
• Hence, change management models can’t treat the organization
as a homogeneous mass of people going through the change
process at the same time
Awareness Desire Knowledge Ability Reinforcement
A
Awareness Desire Knowledge Ability Reinforcement
B
Time
29. Successful Change
• Change happens on two dimensions: business and people
• Business Dimension:
• Business need or opportunity is identified
• Project is defined (scope and objectives)
• Business solution is designed (new processes, systems and org
structure)
• New processes and systems are developed
• Solution is implemented into the organization
• Successful change happens when both happen simultaneously
31. Kotter’s Eight Step Process
Establishing a Creating the Communicating
Developing a
sense of Guiding the Vision for
Change Vision
Urgency Coalition Buy-In
Incorporating Empowering
Never Letting Generating
Changes into Broad-based
Up Short-term Wins
Culture Action
32. Can we anticipate or predict Change?
Prediction is very difficult, especially if it’s
about the future.
– Niels Bohr, Physicist
Anticipate the difficult by managing the
easy.
– Lao Tzu, Chinese Philosopher
32
33. Who Moved My Cheese?
Noticing Small Changes
Early Helps You Adapt To
The Bigger Changes That
Are Yet To Come.
33
34. Who Moved My Cheese?
Smell The Cheese Often
So You Know When It Is
Getting Old.
34
35. Our Iceberg Is Melting
“…Icebergs are not like ice cubes. The bergs can
have cracks inside called canals. The canals can
lead to large air bubbles called caves. If the ice melts
sufficiently, cracks can be exposed to water, which
would then pour into the canals and caves.
During a cold winter, the narrow canals filled with
water can freeze quickly, trapping water inside the
caves. But as the temperature goes lower and lower,
the water in the caves will also freeze. Because a
freezing liquid dramatically expans in volume, an
iceberg could be broken into pieces.
After a few minutes, Alice began to see why Fred was
so deeply concerned. The magnitude of the problem
could be…?”
35
36. Indicators of impending change
• Merger, Acquisition or Divestiture
• New Product, Service or Market
• New Technology
• New Legislation
• New Leader
36
37. So, what to do when I don’t know what lies ahead?
37
38. so...
change is a contant...and unstoppable
ignore at your peril
get up, smell, listen, read, network, talk, observe, ask
prepare for change…be curious
it can be done!
38
40. References
• 5 Reasons people resist change – Julie Rains
• Satir Change Model
• The Satir Change Model – Steven Smith
• The 8-step Process for Leading Change – John Kotter
• Transitions: Managing People and Organizational Change – Dai Williams
40
From 8 colors in 1903, now there are over 120 colors!
Kurt Lewin developed a conceptual model for understanding the nature of change and resistance he called Force Field Analysis (Figure 1). Lewin postulated that an organization, society, or culture finds itself at any given time held in balance between forces moving the group toward change (driving forces) and forces maintaining the status quo (restraining forces). In this dynamic understanding, change occurs when the valence of driving forces exceeds that of the restraining forces, demanding a simultaneous effort to increase and highlight the driving forces as well as reduce, minimize, and eliminate the restraining forces. Force field analysis accounts for balance of power, helps identify the major stake holders, and helps identify how to engage the issues and people needed for successful transformation (3). Steps in a successful force field analysis include articulating the current situation, describing the desired situation; imagining what will happen if no action is taken; identifying the forces driving change toward the desired outcome; identifying the resistances against the desired outcome; understanding the forces (are they valid? can they be changed? which are critical?); and planning how to increase the driving forces and decrease the restraining forces (3).
Within organizational settings, change cannot occur without an “unfreezing” of the status quo. A distortion must be introduced into the organization in order for an unfreezing to occur. The unfreezing process begins as (1) the driving forces for change become more prevalent, (2) when restraining forces are diminished, or (3) as a result of a combination of both of these occurrences (McShane and Von Glinow, 2008, p. 489).For instance, driving forces for change become more pronounced when someone new is inserted into a key point within the structure of the organization. In a church setting, this can occur when a new pastor or elder is called to serve the congregation. This person may, knowingly or not, begin an unfreezing process that moves the organization in a new direction. “Change rarely occurs by increasing driving forces alone, however, because the restraining forces often adjust to counterbalance the driving forces” (p. 492).Restraining forces can be diminished when key leaders or managers within an organization relocate, retire, or pass away. If a person was influential within the organization, these types of events can easily begin to move the group in a new direction. If restraining forces are declining as driving forces for change are increasing, then movement from the status quo to a new condition is probably inevitable. Thus, the process of unfreezing begins.The unfreezing process can create great tension and disharmony within the organization. The disequilibrium that results can generate a considerable amount of stress for those who desire no movement from the existing state of affairs. Those in positions of authority must handle this instability with great care and gracious understanding for those who are uncomfortable with the movement to a new condition. Disgruntled and disenchanted people, even if in the minority, can be a great hindrance to the growth of any organization. Effective resistance to change can take many forms that undermine the goals of the leaders who are trying to move the organization to a better position in order to accomplish their mission.Rather than resenting the reality of resistance, leaders and managers would do well to consider the brute fact that many people oppose change simply because they fear the process of change itself. The following six items are forces that resist organizational change, adapted from McShane and Von Glinow (2008). These forces are manifest to some degree in all organizational settings, even, regrettably, in churches:(1) Direct costs. People tend to block actions that they perceive will cost them something. This cost is weighed socially, economically, or psychologically.(2) Saving face. Some resist change as a political strategy in order to enhance their personal reputation within the organization.(3) Fear of the unknown. People resist change out of worry that they will not be able to properly adjust and acclimate themselves to the new environment.(4) Breaking routines. People are creatures of habit. They like to stay within their comfort zones by continuing routine role patterns that make life predictable. Changes within their workplace or place of worship are viewed with as much gravitas as changes that take place within their own living rooms. Also, people simply do not wish to invest the time and energy necessary in order to learn new role patterns.(5) Incongruent organizational systems. Social and psychological rewards accompany certain role patterns within any organization. People do not wish to alter such well-known unspoken social structures.(6) Incongruent team dynamics. Groups develop and enforce conformity to a set of norms that guide behavior. However, conformity to existing team/group norms may discourage people from accepting organizational change. In the eyes of those who resist change, new norms that conflict with the status quo must be eliminated (p. 490-91).