This document discusses coaching and its benefits for organizations, leaders, and team members. It defines coaching as a process that helps people maximize their own performance by discovering solutions themselves, rather than being taught. Coaching focuses on the future and eliciting ideas from the person being coached. The benefits include developing leadership capability, empowering employees, boosting performance, and increasing engagement, discretionary effort, and retention. Effective coaching skills allow leaders to enhance capacity, delegate more confidently, and achieve goals through empowered employees.
The document discusses how leadership values focus on "doing the right things" and emphasizes moral and ethical dimensions of leadership. It outlines key leadership values like integrity, trust, courage, honesty, responsibility, and accountability. The document also examines how values develop, examples of core values, and how values impact a leader's decisions and perceptions of success.
Practical approach to the situational leadership. Vadim NareykoVadim Nareyko
Presentation from the training "Management Psychology. Practical approach to the situational leadership". Vadim Nareyko. 2014
Contents:
- 4 types of leadership styles
- 4 types of individual style
- 3 meta-programs
- 4 levels of competence
- 3 types of service companies
This document provides an overview of management essentials including the roles and responsibilities of managers. It discusses key manager functions such as planning, organizing, staffing, directing and controlling. It also distinguishes between leadership and management, noting that the most effective managers also demonstrate leadership skills. The document outlines steps to plan and build a department including establishing mission, goals and objectives. It also covers topics such as delegation, discipline, and controlling the department. The overall summary is that the document presents fundamental management concepts and best practices for planning, leading and controlling a department effectively.
Program governance is the process of developing and implementing policies, procedures, roles, and processes to increase the likelihood of project success. It aims to align projects with business needs, provide predictable processes, enable efficient delivery, and support measurable improvement. Effective program governance provides decision-making structures, collaboration processes, and accountability to help connect issues to resolutions and deliver expected value from projects.
In this day and age, you don’t have to be a manager or have a position of power to become a leader. Anyone can become a leader. Why? Because leadership is about attitude, not position. It’s about influence, not power. It’s about the ability to communicate effectively, not the ability to make money.
However, many staff-level employees don’t see themselves as leaders. Sadly, many even see themselves as victims of their own leaders and managers. Many more lack the confidence to simply do their jobs right.
Our “Effective Supervision and Staff Leadership” course is designed to bring out the leader in all of us by effectively communicating our information, opinions and needs. This unique course recognizes the fact that great leaders are, first and foremost, effective communicators. But, that’s not all.
Our two-day course will also tackle many important traits of highly effective leaders; such as: assertiveness, negotiation skills, critical thinking, planning and preparedness, influential behavior, and many more.
OBJECTIVES:
By attending this course, participants will be able to:
1. Define staff leadership and calculate their motivation to become staff leaders in the workplace
2. Measure their understanding of themselves and others as well as identify the traits they will need to help them in their leadership and supervisory roles
3. Categorize their styles of staff leadership and identify the styles that will be most effective for their supervisory roles in the organization
4. Align their personal goals with the organizations goals
5. Demonstrate critical and solution-based thinking
6. Apply effective communication techniques and styles to enhance their leadership and supervisory skills
7. Facilitate their work teams effectively
8. Utilize win-win concepts even when communicating assertively
This document summarizes a leadership training session on "Leadership & Motivation by Example" held on July 24th and 31st, 2008. The session covered defining leadership by example, types of leadership including servant leadership, the importance of trust, and establishing credibility. Participants engaged in group exercises and discussed the "13 Behaviors of Relationship Trust". The session concluded with creating action plans to improve behaviors and the role of being a mentor.
This document provides Georgia's behavioral competency framework which consists of core competencies required of all state employees, leadership competencies required of managers, and additional behavioral competencies. It defines competencies as observable skills and behaviors that contribute to job success. The framework is intended to guide performance management, workforce planning, and other HR functions. The document provides definitions and behavioral indicators for each competency to illustrate expected behaviors at different performance levels.
This document discusses coaching and its benefits for organizations, leaders, and team members. It defines coaching as a process that helps people maximize their own performance by discovering solutions themselves, rather than being taught. Coaching focuses on the future and eliciting ideas from the person being coached. The benefits include developing leadership capability, empowering employees, boosting performance, and increasing engagement, discretionary effort, and retention. Effective coaching skills allow leaders to enhance capacity, delegate more confidently, and achieve goals through empowered employees.
The document discusses how leadership values focus on "doing the right things" and emphasizes moral and ethical dimensions of leadership. It outlines key leadership values like integrity, trust, courage, honesty, responsibility, and accountability. The document also examines how values develop, examples of core values, and how values impact a leader's decisions and perceptions of success.
Practical approach to the situational leadership. Vadim NareykoVadim Nareyko
Presentation from the training "Management Psychology. Practical approach to the situational leadership". Vadim Nareyko. 2014
Contents:
- 4 types of leadership styles
- 4 types of individual style
- 3 meta-programs
- 4 levels of competence
- 3 types of service companies
This document provides an overview of management essentials including the roles and responsibilities of managers. It discusses key manager functions such as planning, organizing, staffing, directing and controlling. It also distinguishes between leadership and management, noting that the most effective managers also demonstrate leadership skills. The document outlines steps to plan and build a department including establishing mission, goals and objectives. It also covers topics such as delegation, discipline, and controlling the department. The overall summary is that the document presents fundamental management concepts and best practices for planning, leading and controlling a department effectively.
Program governance is the process of developing and implementing policies, procedures, roles, and processes to increase the likelihood of project success. It aims to align projects with business needs, provide predictable processes, enable efficient delivery, and support measurable improvement. Effective program governance provides decision-making structures, collaboration processes, and accountability to help connect issues to resolutions and deliver expected value from projects.
In this day and age, you don’t have to be a manager or have a position of power to become a leader. Anyone can become a leader. Why? Because leadership is about attitude, not position. It’s about influence, not power. It’s about the ability to communicate effectively, not the ability to make money.
However, many staff-level employees don’t see themselves as leaders. Sadly, many even see themselves as victims of their own leaders and managers. Many more lack the confidence to simply do their jobs right.
Our “Effective Supervision and Staff Leadership” course is designed to bring out the leader in all of us by effectively communicating our information, opinions and needs. This unique course recognizes the fact that great leaders are, first and foremost, effective communicators. But, that’s not all.
Our two-day course will also tackle many important traits of highly effective leaders; such as: assertiveness, negotiation skills, critical thinking, planning and preparedness, influential behavior, and many more.
OBJECTIVES:
By attending this course, participants will be able to:
1. Define staff leadership and calculate their motivation to become staff leaders in the workplace
2. Measure their understanding of themselves and others as well as identify the traits they will need to help them in their leadership and supervisory roles
3. Categorize their styles of staff leadership and identify the styles that will be most effective for their supervisory roles in the organization
4. Align their personal goals with the organizations goals
5. Demonstrate critical and solution-based thinking
6. Apply effective communication techniques and styles to enhance their leadership and supervisory skills
7. Facilitate their work teams effectively
8. Utilize win-win concepts even when communicating assertively
This document summarizes a leadership training session on "Leadership & Motivation by Example" held on July 24th and 31st, 2008. The session covered defining leadership by example, types of leadership including servant leadership, the importance of trust, and establishing credibility. Participants engaged in group exercises and discussed the "13 Behaviors of Relationship Trust". The session concluded with creating action plans to improve behaviors and the role of being a mentor.
This document provides Georgia's behavioral competency framework which consists of core competencies required of all state employees, leadership competencies required of managers, and additional behavioral competencies. It defines competencies as observable skills and behaviors that contribute to job success. The framework is intended to guide performance management, workforce planning, and other HR functions. The document provides definitions and behavioral indicators for each competency to illustrate expected behaviors at different performance levels.
When it comes to leadership, everyone's got an opinion. And yet, take a look around and it's clear for all to see that, in spite of the vast amounts of research and books published on the subject, it seems we are none the wiser. What's more, in many organisations, the topic of leadership is taboo because it casts doubt on those who should be leading but are not.
In this interactive workshop, we'll explore what leadership is and what it isn't, how we can do it better (even if we don't have the official role of 'leader') and why the world needs all of us to become better leaders.
As a apprentice leaders, we will share stories and lessons learned in an attempt to make sense of what leadership is and how to get better at what is fast becoming a life skill in order to thrive in a frenetic and ever-changing world.
This document provides information and guidance about performance management for managers. It discusses the objectives of manager training on performance management and defines performance management as the process of managing people to do the right things and continuously improve. It explains that a formal performance management system helps align employee and company goals, drives engagement, and addresses legal obligations. The document outlines key steps in performance management like setting goals, coaching, and reviewing performance. It also discusses factors that can influence job attitudes and legal considerations around performance management.
The document discusses modern theories of leadership. It argues that leadership is situational and depends on relationships and context rather than inherent traits. An effective leader adapts to their environment, communicates openly with followers, and understands their own strengths and limitations. The ideal leader holds space for others by helping people think critically and enlarging possibilities, rather than being a heroic transformer. Modern leadership focuses on accountability, coaching, support, and empowering willing followers rather than demanding compliance.
This document discusses the role of leadership in cooperative management. It defines leadership as guiding and motivating people to achieve organizational goals. A good leader establishes a clear vision, shares this vision with others, provides knowledge to achieve the vision, and balances conflicting stakeholder interests. Key roles of a leader include initiating action, motivating employees through economic and non-economic rewards, supervising and guiding subordinates, building confidence, and building morale to encourage cooperation and create an efficient work environment.
TRADITIONAL MODELS FOR UNDERSTANDING LEADERSHIPEdz Gapuz
The document discusses traditional models for understanding leadership, including trait, behavioral, situational, and contingency approaches. It describes early theories that focused on leaders' traits but shifted to behavioral studies examining leadership as an observable process. The Michigan studies explored patterns of effective leadership behaviors. Situational leadership models emphasized that the most appropriate leadership style depends on characteristics of the situation. Vroom's decision tree approach proposed that the degree of subordinate participation in decision making should match the demands of the situation.
Jaime Hadley outlines their personal leadership philosophy and priorities. Their top values include honesty, respect, mindfulness, knowledge, compassion, and virtue ethics. They are motivated by servant leadership and involvement in family and community. Their strengths are taking action, problem-solving, meeting challenges without hesitation, getting to know people individually, collecting information, and looking toward the future. They expect ethical leadership of setting attainable goals, avoiding blindness, rewarding decisions over outcomes, promoting open communication, and avoiding "ethical drift."
The document discusses the differences between leadership and management. It provides definitions and examples of each:
- Leadership is about motivating people through vision and inspiration to achieve goals, while management focuses on day-to-day operations like planning, staffing, and problem-solving.
- Several experts contribute perspectives on the distinction. John Kotter's 8 steps of change leadership emphasizes creating urgency and empowering others. Warren Bennis contrasts leaders with managers who command versus empower and inspire.
- While distinct, both leadership and management are valuable roles that organizations need. Leaders drive innovation but may lack management skills, and managers excel at execution but not large-scale influence. Together they can achieve greater impact.
The document discusses MAANZ International, a nonprofit marketing institute led by CEO Brian Monger. It focuses on developing organizational strategy through mission, vision, and core value statements. Specifically, it provides three key points: 1) MAANZ International offers professional memberships, marketing courses, and publications to support marketers; 2) Strategy development should begin with a clear mission and vision, though many organizations' statements lack inspiration; 3) Core values reflect an organization's deeply held principles and need to be stated inspirationally.
This document discusses gender and leadership. It begins by providing an overview and historical context, noting that research on gender and leadership largely ignored women until the 1970s. It then discusses the "glass ceiling" that limits women's advancement and representation in elite leadership roles. Several factors are proposed to explain the gender gap in leadership positions, including human capital differences, gender stereotypes, and prejudice. The document examines differences in leadership styles and effectiveness between men and women. It explores how gender stereotypes can affect women leaders and provides strategies for navigating barriers to help increase female representation in leadership.
This document discusses transformational leadership, which involves leaders who motivate and challenge followers to perform beyond expectations. Transformational leaders create contexts that maximize human and organizational capabilities through facilitating multiple levels of transformation and aligning people with shared values and purpose. They are charismatic and visionary, bring out the best in followers and develop them as leaders. Studies show transformational leaders have more satisfied followers and effective work groups, and followers experience less stress.
This presentation discusses; what is people management, what are the key components of people management and what skills are require to be a good people manager.
Integrated Program Performance ManagementGlen Alleman
Integrated Program Performance Management elements are organization planning schedule applied to increase the probability of program success on traditional and agile programs.
This document discusses leadership and followership. It defines leadership as guiding others to achieve results, while followership involves being directed by a leader. The document outlines several theories of leadership, including trait, behavioral, contingency, and transformational theories. It also discusses leadership styles like autocratic, democratic, and laissez-faire. Overall, the document provides an overview of concepts and theories related to both leadership and followership.
This document discusses leadership and the attributes of effective leaders. It defines leadership as the ability to develop and communicate a vision that motivates others to work passionately towards a common goal. It then lists 9 key attributes of leaders, including passion, dedication, integrity, honesty, and listening skills. The document provides tips for leadership, such as leading through actions rather than title, being willing to innovate, and ensuring one's organization is helping drive momentum in its sector. Overall, the document outlines the characteristics and mindsets that define strong leadership.
This document discusses coaching and leadership in successful teams. It provides that the main responsibilities of team leaders are to lead by example, guide and inspire the team, and listen to understand individuals. Research shows generation Y prefers leaders who are honest, forward-looking, inspiring, and cooperative over those who are just competent. Coaching in leadership involves building trust, providing purpose and transparency, giving constructive feedback, and understanding what motivates others through autonomy, mastery and purpose rather than carrots and sticks. Coaching styles can range from non-directive to instructive. High-performing team dialogues are positive, focus on "us" rather than others, use open questions rather than claims. Coaching enables dialogue which involves listening, respect
A Situational Leadership Workshop. Based on the Hersey - Blanchard Model and the Blake and Mouton’s Leadership Grid this workshop introduces the concepts of how leadership style can be matched to situational factors - in this case follower readiness.
The document discusses situational leadership theory which proposes that effective leadership depends on the situation. It describes how situational leadership was developed in the 1960s and proposes that it can help organizations develop people, establish rapport, and use a common leadership style. The theory involves diagnosing an individual's development level based on their competence and commitment, then flexibly matching one of four leadership styles to that level. The four styles range from directing to delegating depending on how much guidance is needed. The document provides information on assessing development levels and matching styles to maximize performance.
Webinar by Eileen Roden and Simon George of the APM PMO SIG
Do you know the competences required to be successful in your current and future PMO roles?
The new APM Competence Framework helps organisations and individuals to develop career paths and development plans for those working within projects, programmes and portfolios.
The recently revised and updated framework now contains role profiles for four key PMO roles. This webinar introduces you to some elements of these role profiles and look at how, as part of the APM Competence Framework, they can help you and your organisation in various types of PMO.
More information on the APM PMO SIG - https://www.apm.org.uk/group/apm-pmo-specific-interest-group
When it comes to leadership, everyone's got an opinion. And yet, take a look around and it's clear for all to see that, in spite of the vast amounts of research and books published on the subject, it seems we are none the wiser. What's more, in many organisations, the topic of leadership is taboo because it casts doubt on those who should be leading but are not.
In this interactive workshop, we'll explore what leadership is and what it isn't, how we can do it better (even if we don't have the official role of 'leader') and why the world needs all of us to become better leaders.
As a apprentice leaders, we will share stories and lessons learned in an attempt to make sense of what leadership is and how to get better at what is fast becoming a life skill in order to thrive in a frenetic and ever-changing world.
This document provides information and guidance about performance management for managers. It discusses the objectives of manager training on performance management and defines performance management as the process of managing people to do the right things and continuously improve. It explains that a formal performance management system helps align employee and company goals, drives engagement, and addresses legal obligations. The document outlines key steps in performance management like setting goals, coaching, and reviewing performance. It also discusses factors that can influence job attitudes and legal considerations around performance management.
The document discusses modern theories of leadership. It argues that leadership is situational and depends on relationships and context rather than inherent traits. An effective leader adapts to their environment, communicates openly with followers, and understands their own strengths and limitations. The ideal leader holds space for others by helping people think critically and enlarging possibilities, rather than being a heroic transformer. Modern leadership focuses on accountability, coaching, support, and empowering willing followers rather than demanding compliance.
This document discusses the role of leadership in cooperative management. It defines leadership as guiding and motivating people to achieve organizational goals. A good leader establishes a clear vision, shares this vision with others, provides knowledge to achieve the vision, and balances conflicting stakeholder interests. Key roles of a leader include initiating action, motivating employees through economic and non-economic rewards, supervising and guiding subordinates, building confidence, and building morale to encourage cooperation and create an efficient work environment.
TRADITIONAL MODELS FOR UNDERSTANDING LEADERSHIPEdz Gapuz
The document discusses traditional models for understanding leadership, including trait, behavioral, situational, and contingency approaches. It describes early theories that focused on leaders' traits but shifted to behavioral studies examining leadership as an observable process. The Michigan studies explored patterns of effective leadership behaviors. Situational leadership models emphasized that the most appropriate leadership style depends on characteristics of the situation. Vroom's decision tree approach proposed that the degree of subordinate participation in decision making should match the demands of the situation.
Jaime Hadley outlines their personal leadership philosophy and priorities. Their top values include honesty, respect, mindfulness, knowledge, compassion, and virtue ethics. They are motivated by servant leadership and involvement in family and community. Their strengths are taking action, problem-solving, meeting challenges without hesitation, getting to know people individually, collecting information, and looking toward the future. They expect ethical leadership of setting attainable goals, avoiding blindness, rewarding decisions over outcomes, promoting open communication, and avoiding "ethical drift."
The document discusses the differences between leadership and management. It provides definitions and examples of each:
- Leadership is about motivating people through vision and inspiration to achieve goals, while management focuses on day-to-day operations like planning, staffing, and problem-solving.
- Several experts contribute perspectives on the distinction. John Kotter's 8 steps of change leadership emphasizes creating urgency and empowering others. Warren Bennis contrasts leaders with managers who command versus empower and inspire.
- While distinct, both leadership and management are valuable roles that organizations need. Leaders drive innovation but may lack management skills, and managers excel at execution but not large-scale influence. Together they can achieve greater impact.
The document discusses MAANZ International, a nonprofit marketing institute led by CEO Brian Monger. It focuses on developing organizational strategy through mission, vision, and core value statements. Specifically, it provides three key points: 1) MAANZ International offers professional memberships, marketing courses, and publications to support marketers; 2) Strategy development should begin with a clear mission and vision, though many organizations' statements lack inspiration; 3) Core values reflect an organization's deeply held principles and need to be stated inspirationally.
This document discusses gender and leadership. It begins by providing an overview and historical context, noting that research on gender and leadership largely ignored women until the 1970s. It then discusses the "glass ceiling" that limits women's advancement and representation in elite leadership roles. Several factors are proposed to explain the gender gap in leadership positions, including human capital differences, gender stereotypes, and prejudice. The document examines differences in leadership styles and effectiveness between men and women. It explores how gender stereotypes can affect women leaders and provides strategies for navigating barriers to help increase female representation in leadership.
This document discusses transformational leadership, which involves leaders who motivate and challenge followers to perform beyond expectations. Transformational leaders create contexts that maximize human and organizational capabilities through facilitating multiple levels of transformation and aligning people with shared values and purpose. They are charismatic and visionary, bring out the best in followers and develop them as leaders. Studies show transformational leaders have more satisfied followers and effective work groups, and followers experience less stress.
This presentation discusses; what is people management, what are the key components of people management and what skills are require to be a good people manager.
Integrated Program Performance ManagementGlen Alleman
Integrated Program Performance Management elements are organization planning schedule applied to increase the probability of program success on traditional and agile programs.
This document discusses leadership and followership. It defines leadership as guiding others to achieve results, while followership involves being directed by a leader. The document outlines several theories of leadership, including trait, behavioral, contingency, and transformational theories. It also discusses leadership styles like autocratic, democratic, and laissez-faire. Overall, the document provides an overview of concepts and theories related to both leadership and followership.
This document discusses leadership and the attributes of effective leaders. It defines leadership as the ability to develop and communicate a vision that motivates others to work passionately towards a common goal. It then lists 9 key attributes of leaders, including passion, dedication, integrity, honesty, and listening skills. The document provides tips for leadership, such as leading through actions rather than title, being willing to innovate, and ensuring one's organization is helping drive momentum in its sector. Overall, the document outlines the characteristics and mindsets that define strong leadership.
This document discusses coaching and leadership in successful teams. It provides that the main responsibilities of team leaders are to lead by example, guide and inspire the team, and listen to understand individuals. Research shows generation Y prefers leaders who are honest, forward-looking, inspiring, and cooperative over those who are just competent. Coaching in leadership involves building trust, providing purpose and transparency, giving constructive feedback, and understanding what motivates others through autonomy, mastery and purpose rather than carrots and sticks. Coaching styles can range from non-directive to instructive. High-performing team dialogues are positive, focus on "us" rather than others, use open questions rather than claims. Coaching enables dialogue which involves listening, respect
A Situational Leadership Workshop. Based on the Hersey - Blanchard Model and the Blake and Mouton’s Leadership Grid this workshop introduces the concepts of how leadership style can be matched to situational factors - in this case follower readiness.
The document discusses situational leadership theory which proposes that effective leadership depends on the situation. It describes how situational leadership was developed in the 1960s and proposes that it can help organizations develop people, establish rapport, and use a common leadership style. The theory involves diagnosing an individual's development level based on their competence and commitment, then flexibly matching one of four leadership styles to that level. The four styles range from directing to delegating depending on how much guidance is needed. The document provides information on assessing development levels and matching styles to maximize performance.
Webinar by Eileen Roden and Simon George of the APM PMO SIG
Do you know the competences required to be successful in your current and future PMO roles?
The new APM Competence Framework helps organisations and individuals to develop career paths and development plans for those working within projects, programmes and portfolios.
The recently revised and updated framework now contains role profiles for four key PMO roles. This webinar introduces you to some elements of these role profiles and look at how, as part of the APM Competence Framework, they can help you and your organisation in various types of PMO.
More information on the APM PMO SIG - https://www.apm.org.uk/group/apm-pmo-specific-interest-group
This document summarizes a presentation on PMOs (Project Management Offices). It discusses:
- The history and evolution of PMOs from the 1970s to present day, covering defense, government, programs, and portfolios.
- The main functions of PMOs, including supporting methodology, communication, benefits delivery, and assuring project delivery.
- Different types of PMOs, including supportive, operational, directive, and controlling models.
- How PMOs are structured within organizations and the services they provide like governance, planning, finance, and change management.
- Considerations for defining and developing a PMO over its typical 5 year lifespan.
- The people and roles within P
The “Gartner Perspective: IT Spending” booklet provides an
overview of Gartner research on IT spending and functions as
a reference guide to top-level statistics and IT spending analysis.
It provides a glimpse into the
powerful insight Gartner can
provide as you navigate through
what may be the most important
year of your career.
This document provides information about a meteorology course titled MET 1001 Weather & Climate being taught in the spring of 2010. It introduces the instructor, Professor J. Barr, who has degrees in geography, earth science, and geoscience education. It lists some other courses taught by the professor and notes they will complete their doctorate in geoscience education in December 2010. The document reminds students to use the course email to contact the instructor first with questions and to get familiar with the course materials, chapters, weeks, and dates on the learning management system before officially beginning the first week's work.
This document provides etiquette guidelines for webinar presenters, co-presenters, and attendees. For presenters, it recommends being well-prepared, providing technical support, being efficient with time, making eye contact and using good body language. Co-presenters should be attentive, observe the chat and answer questions respectfully without trying to take over. Attendees are advised to check their software, mute their microphones, be respectful of others and keep questions on topic during Q&A sessions.
Description:
With the Summer '15 release, you will be able to automatically create, update, and delete user accounts on services such as Google and Box, based on changes to user accounts in your Salesforce organization or Active Directory service. This feature also provides a centralized view of all user accounts across your applications and services. Learn how you can automate user account management across third-party applications and services!
What you will learn:
How user events, such as creating a user or assigning a permission set, can trigger corresponding updates in third-party services
How automatic de-provisioning of third-party user accounts can improve security while saving you time and money
How Salesforce Identity Connect can capture events in Active Directory and apply user provisioning updates to Salesforce that in turn can trigger updates to an external application
How approval processes, auditing, and reporting help you manage user accounts effectively
Intended audience
Existing or prospective Salesforce Platform admins and developers
ISV partners who want to package this feature to automate user creation and deletion in their applications running outside the Salesforce platform.
eMarketer Webinar: Mobile Marketing Trends, Insights and Best PracticeseMarketer
The document is a presentation on mobile marketing trends, insights, and best practices. It discusses the rise of smartphones and tablets, how mobile behaviors extend beyond being "on the go", and emerging mobile marketing tactics and trends. Key points covered include the growth of smartphone and tablet adoption across demographics, how mobile devices are integrated into media consumption, and how marketers are increasing their focus on and spending for mobile apps, mobile search, and mobile display advertising. The presentation emphasizes that marketers need strategies that account for multiple device usage and the constant companion nature of smartphones.
Email is the cornerstone of any successful marketing campaign. In fact, 68% of marketers say that email is a core component of their business strategy. So, maximizing the impact of your customer emails is more important today than ever before.
Nearly 83 promotional emails are sent to your customers each day, heightening the scrutiny of inbox management. By leveraging the power of Predictive Intelligence in your email marketing strategy, you help your customers make the ‘keep or delete’ decision effortless with meaningful, personalized content in each email that subscribers won’t ignore.
Please join Eric Tobias, Vice President of Web and Predictive Intelligence Products, Salesforce ExactTarget Marketing Cloud, for an insightful webinar that will focus on nurturing your 1:1 customer relationships and maximizing inbox relevancy with seven strategies to enrich your email marketing.
Latin America is divided into three main regions - Mexico and Central America, the Caribbean, and South America. Mexico and Central America feature mountain ranges like the Sierra Madre mountains. Central America is an isthmus with fertile soil from volcanic activity. The Panama Canal connects the Pacific and Atlantic oceans across the isthmus of Panama. The Caribbean is made up of islands, both large and small. South America features the Andes Mountains along the western coast and the massive Amazon Rainforest basin. Major physical features also include the Atacama Desert in Chile and rivers like the Amazon.
The document summarizes the world's top 5 insurance companies by revenue in 3 sentences:
AXA is the largest insurance company globally with over $99 billion in revenue and operations across 56 countries. Zurich Insurance Group has over $60 billion in revenue and operates in over 170 countries. China Life Insurance is one of China's largest state-owned insurance companies and has operations across life insurance, pensions, asset management and more.
Mission Critical Applications Workloads on Amazon Web ServicesAmazon Web Services
In this session we will walk through practical examples of how Amazon Web Services customers operate heavily regulated workloads and mission critical applications in the cloud. Through real world customer examples we will apply security and governance controls which will provide you with increased visibility and control of your application and infrastructure for these workloads. You will learn how Enterprise secure and enable audit controls on their heavily regulated workloads in an Amazon Web Services Account. At the same time, extend your datacenter and control mechanisms to Amazon Web Services.
Shaun Ray, Head of Solutions Architect, Amazon Web Services, ASEAN
How to Identify and Prevent ESD Failures using PathFinderAnsys
This presentation provides an introduction to common ESD failure mechanism in today's ICs and the challenges in addressing them. It will highlight PathFinder, a layout based ESD integrity analysis platform with an integrated modeling, extraction and simulation environment that enables IC designers perform exhaustive verification of all ESD discharge pathways at the IP and full-chip level. It will also share case study of some real life ESD failure scenarios and how PathFinder was used to root-cause them. It reviews the list of ESD checks that can be performed from early floor planning to final sign-off for ESD robustness and ESD failure prevention. Learn more on our website: https://bit.ly/1vRDycB
Intrusion Detection in the Cloud (SEC402) | AWS re:Invent 2013Amazon Web Services
For businesses running entirely on AWS, your AWS account is one of your most critical assets. Just as you might run an intrusion detection system in your on-premises network, you should monitor activity in your account to detect abnormal behavior. This session walks you through leveraging unique capabilities provided within AWS that enable you to detect and respond to changes in your environment.
This document discusses lead scoring for B2B marketers. Lead scoring involves assigning a score or grade to marketing leads to assess their propensity to purchase. It examines both explicit factors like budget, needs, and demographics as well as implicit behavioral data. Effective lead scoring requires collaboration between sales and marketing to prioritize leads and maximize sales capacity. While technology can help, lead scoring is more about developing an efficient process. Advanced lead scoring also considers dialogue, offline activity, and adjusting the model over time based on new insights.
How to Articulate the Value of Enterprise Architecturecccamericas
Ever struggled with the question, What is the Value of Enterprise Architecture? In this facilitated conversation, Michael Fulton will share his perspective on Enterprise Architecture and the value it provides to the CIO, to IT, and to the business.
Come ready to engage, because in the conversation we will discuss:
•The EA 7-year itch
•Several External Perspectives on EA Value
•The CC&C perspective on a simplified approach to EA Value
•Ensuring your perspective on EA Value is relevant for your stakeholders
At the end of this conversation, you should walk away with:
•A new perspective on the value of EA
•Tips and tricks on how to articulate and quantify EA Value for your key stakeholders.
Batch management in SAP allows tagging materials with a unique 10-digit batch number to identify inventory quantities. A batch number stores production or procurement details to maintain traceability of material characteristics over time. Materials like powders that lose identification when mixed are not suitable for batch management, while solid materials stored separately can be batch managed. In SAP, a batch is created during goods receipt from production or purchase to associate the received quantity with a number and specifications. Maintaining batch specifications is optional.
The document provides an overview of updates from the Association for Project Management (APM), including the new Project Professional Qualification. It discusses the APM's current status with over 22,000 members and qualifications takers. It then summarizes the proposed new APM career framework and competence framework 2nd edition, outlining the core components of qualifications, competence assessments, and continuing professional development. The remainder of the document focuses on the new Project Professional Qualification, including its structure, intended audience, and benefits. It positions the qualification as part of a progressive route to becoming an APM Registered Project Professional.
PgMP & PfMP Series - Everything About PgMP & PfMP Certifications
Session 2: Roles, Application Process
Learn more about PgMP® and PfMP® and the positive impact they may have on your professional career. Both PgMP® & PfMP® from PMI could help you achieve that elusive promotion or get you that golden ticket to joining your dream organization.
The webinar will cover popular questions surrounding the certifications, the journey to obtain the certifications, the pathways to prepare, eligibility requirements, the application process, experience documentation, the audit process, exam information, fees, sample examination questions, and the standards involved.
Webinar Registration Link: https://bit.ly/3Z7kzMl
Session Dates: 04th August'23 / 08th September'23 / 06th October'23 / 03rd November'23 / 08th December'23 / 05th January'24
Session Timings:
American Time Zones:
05:00 PM - 06:00 PM (PDT) / 06:00 PM - 07:00 PM (MDT) / 07:00 PM - 08:00 PM (CDT) / 08:00 PM - 09:00 (EDT) / 09:00 PM - 10:00 PM (BRT)
Asia Pacific / Oceania Time Zones:
08:00 AM - 09:00 AM (SGT/MYT) / 09:00 AM - 10:00 AM (JST/KST) / 09:30 AM - 10:30 AM (ACST) / 10:00 AM - 11:00 AM (AEST) / 12:00 PM - 01:00 PM (NZST)
The session presenter, Mr.Dharam Singh, is an accomplished management professional with over 27 years of experience in the IT, Telecommunication, Government, Banking, and Insurance industries with a successful track record in managing large teams in a strongly customer-focused service environment and delivering complex multiple multi-million dollar projects. As on May 2023, he has contributed to the success of 454 global PgMP®s and 115 PfMP®s from 49 countries.
Call us at U.S: +1 6502830123
email ID: info@vcareprojectmanagement.com
For any questions related to Project Management career, training, and certifications, you can book an obligation free 15 minutes session with Dharam Singh, CEO, PgMP, PfMP, PMP, RMP, ACP, PBA, DASM, DASSM, PMI-ATP by visiting https://bit.ly/2SbhTOK
You can subscribe to vCare Project Management YouTube Channel to catch future videos of our Q&A series and certification success stories: https://bit.ly/2YF0wJl
You can subscribe and follow Dharam podcasts and interviews with Project Management Experts on YouTube at https://bit.ly/2NDY8wd
Upcoming Online Mentoring Programs:
PgMP® - http://bit.ly/2oBKQXQ
PfMP® - http://bit.ly/39jOZSf
LinkedIn Study Group:
PgMP4U - http://bit.ly/2SBPwIp
PfMP4U - http://bit.ly/31P7GKR
PgMP Q&A series Playlist Link: https://bit.ly/2Yo7EvQ
PfMP Q&A Series YouTube Playlist Link: https://bit.ly/3BORnPq
E-Learning Programs: http://bit.ly/3b2HOid
Books: http://bit.ly/2oypc6E
The document discusses the Association for Project Management (APM) and provides information about membership, qualifications, and resources available through APM. It highlights that APM membership offers professional status, career prospects, and access to technical information. It also describes APM's Five Dimensions of Professionalism framework and advertises an upcoming guide on governance of co-owned projects. The document promotes APM qualifications and provides information on registering for qualifications. Finally, it summarizes a presentation given by Emma-Ruth Arnaz-Pemberton on project management offices (PMOs), including the history, roles, types, and considerations for building a PMO.
The document discusses membership of the Association for Project Management (APM). It provides information on the benefits of APM membership, including professional status, career development opportunities, and access to technical information. It promotes APM qualifications and guides on project governance. Finally, it advertises an upcoming event on Project Management Offices (PMOs) that will discuss the purpose of PMOs, different types of PMOs, and tips for building a successful PMO.
The document provides information about project management qualifications from the Association for Project Management (APM) in the UK. It outlines three main qualifications - the Introductory Certificate (IC), the APMP, and the Practitioner Qualification (PQ). The IC offers a broad understanding of project management principles and is assessed via a multiple choice exam. The APMP demonstrates knowledge across all project management elements and is internationally recognized. The PQ assesses 30 competencies over a 3-day residential center. It also provides contact information for the PiCubed training company that delivers courses for these qualifications.
What are the differences between project and program management? How are they similar? What strategies are necessary for a successful transition from one to the other?
This presentation will address those questions and in addition provide practical guide lines and tips to those individuals aspiring be successful program managers as well as organizations that are in transition.
This document provides information about the Association for Project Management's (APM) Registered Project Professional (RPP) program. It outlines the requirements and process for becoming an RPP, including demonstrating competence in core project management areas through qualifications, experience, and a portfolio of evidence. The portfolio is assessed initially, and if successful, candidates must pass a professional review interview. Becoming an RPP recognizes individuals able to manage complex projects and leads to benefits like enhanced professional status and use of post-nominal letters.
This document provides guidance on becoming an APM Registered Project Professional (RPP). It discusses the RPP standard and assessment process, which involves submitting a portfolio of evidence demonstrating competence against 29 core competencies, as well as attending a professional review. Tips are provided on compiling the portfolio, including how to show evidence of leadership, managing others, and experience with complex projects. The presenter then shares their personal experience of achieving RPP status to encourage candidates.
Project Management Methodologies
PPMP20009
Week 10 Lecture
Dr Bernard Wong
[email protected]
1
Assignment 4
Continuous Improvement Plan
Week 12 Friday
Open the course profile to review criteria.
2
Reminder
PPMP20009
Presentation weeks 11 or 12
4
Create your own Deming PDCA cycle relating to the last assignment that you handed in.
Change Management
6
Formulate change
Plan change
Implement change
Manage transition
Sustain change
Take the ‘Act’ segment of the PDCA cycle you created earlier and define the five CM stages.
Formulate change
Plan change
Implement change
Manage transition
Sustain change
Continuous Improvement?
Why are we wanting to improve?
Where are we now?
What are we working with?
If you don’t know where you are going, any road will get you there.
Cheshire Cat
(Alice in Wonderland)
There are a number of things to consider when deciding what level of maturity to aim for.
Why are you wanting to increase your level of maturity in this space?
-Some might be wanting to do it simply as a continuous improvement strategy.
Some may be having issues with the performance of their program and project delivery or portfolio investment returns
Others may need it to be competitive in a market that looks at the P3M3 levels of organisations in the tendering process
Others may be required to undergo a mandatory audit – as did the Qld Govt in 2012.
One organisation that I have spoken with has noted that their environment has become increasingly fiscally constrained and as such funding is much more competitive. They want to increase certain sections of their maturity, specifically relating to benefits management, business case and blueprint development – so that they can be more competitive in seeking funding for initiatives. So in this case they are not necessarily trying to improve their maturity as a whole, but an aspect of it. In doing this however, it is likely that they will have an increase in maturity in other areas as well.
We need to know where you are now to assist in deciding where you want to go. This is where going through an assessment is essential and I do believe in this being independent. You can self assess but this will always be impacted with bias. You need to baseline.
What are you working with? What is your organisational context? What resources do you have both budget and people? Do you have authentic sponsorship or are your leaders just ticking a mandate off? What’s your organisational culture like, are they open to P3 management or are they likely to see effort to increase maturity as unnecessary overhead?
So when we went through this process we were fortunate to have an authentic sponsor, we had a culture of project and program delivery so the staff understood the value of the practice (and I do say practice rather than methodology – as if you have experienced practitioners, they will argue methodology with you – this is a good thing!). We.
The document provides an overview of the Program Management Professional (PgMP) certification process. It discusses the differences between project and program management. To obtain the PgMP, candidates must pass a three-part evaluation consisting of an application review, multiple-choice exam, and multi-rater assessment. Eligibility requires a combination of project and program management experience along with education. The process involves submitting documentation, undergoing an application audit, and panel review before concluding with the multi-rater assessment.
By popular demand we present the 'ready for Change' Roadshow slides covering the PRINCE2 2017 Update, Change Management and 'A Cocktail of PM Approaches' how it all fits together
This document discusses conducting an appraisal of an organization's business development capabilities using the Business Development Capability Maturity Model (BD-CMM). It outlines the key activities involved in a BD-CMM Quick Start appraisal, including a training workshop, conducting an appraisal survey, reviewing documentation, performing interviews, and conducting case studies. The goal is to assess the organization's current maturity level against the BD-CMM, identify gaps, and inform an improvement plan to advance capabilities over time.
Common Assessment Framework Building Consultancy Revenuessundong
The document introduces a common assessment framework (CAF) that leverages existing maturity models to help organizations prioritize and track performance improvements. The CAF provides a standardized way to assess capabilities, set targets, measure progress over time, and identify priority areas for improvement across various domains like project management, IT service management, and people processes. It aims to deliver increased ROI and measurable benefits for users by guiding them to best practices, while also reducing costs and enabling repeat business for consultants.
Bakkah is a national consulting and training company in Saudi Arabia formed by multinational professionals. They provide management consulting, professional training, project management, and human resources services. Their services are customized to client needs based on their expertise across industries. Bakkah has trained over 10,000 trainees in over 600 courses, completed 200+ projects, and served 100+ clients.
The document discusses a project management competency model that assesses a project manager's knowledge, skills, behaviors, and attributes. It describes assessments that measure knowledge of project management principles, observable behaviors rated by others, and personality attributes compared to high performers. These assessments help identify training gaps, professional development opportunities, and strengthen performance.
The introduction of a project management framework will provide a structured and managed approach for projects within your company.
With the right framework in place it will allow projects of all sizes and priority to be planned effectively. This ensures that at all times the cost of the project is managed while delivering quality and the right level of performance and control across project management.
Discover your organisation's Project, Programme, and Portfolio Management maturity. An assessment based on P3M3 developed by Profeo Ltd., Zurich, Switzerland.
A Summary of TOGAF's Architecture Capability FrameworkPaul Sullivan
The document discusses the Architecture Capability Framework (ACF) in TOGAF. It provides guidance on establishing an architecture capability using the ADM process. Key aspects of ACF include defining organizational structures, processes, roles and responsibilities to support architecture. It also discusses using architecture maturity models to assess capability, an architecture skills framework, and an architecture governance framework. The governance framework provides guidance on setting up an architecture board and compliance strategy to ensure alignment with enterprise architecture.
At MindGears, we believe that organizational development practices and initiatives have basic starting ingredients. These starting program serves as an HR business model and a springboard for a meaningful and progressive OD practice. Allow us to share with you how we envision it for mid-tier companies wanting to get out of the HR administrative paradigm to a WLP-driven HR mindset.
Similar to 12. APM Competence Framework 2nd edition: Introduction and overview, 12th Oct 2015 (20)
APM webinar hosted by the Scotland Network on 14 May 2024.
Speakers: Chris Drysdale and Peter Huggett
An interactive session discussing how Project Managers can identify mental health symptoms, provide tools to help themselves and others, plus also increase the capabilities of the Project Management function. This webinar was held on 14 May 2024.
The covid-19 pandemic led to concerns about a worsening of mental health & wellbeing across the world and increased awareness in both society and the workplace. This webinar looks to advise the benefits of having a Mental Health First Aid function in the workplace whilst also providing tools and techniques that can be readily used and applied to yourself and colleagues. Additionally, there are wider benefits to Project Management which will be proposed and discussed.
Making communications land - Are they received and understood as intended? webinar
Thursday 2 May 2024
A joint webinar created by the APM Enabling Change and APM People Interest Networks, this is the third of our three part series on Making Communications Land.
presented by
Ian Cribbes, Director, IMC&T Ltd
@cribbesheet
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/making-communications-land-are-they-received-and-understood-as-intended-webinar/
Content description:
How do we ensure that what we have communicated was received and understood as we intended and how do we course correct if it has not.
APM Welcome
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Professor Adam Boddison OBE, Chief Executive Officer, APM
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
APM welcome from CEO
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Projecting for the Future: Harmonising Energy and Environment
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Graham Winch, Professor of Project Management, Alliance Manchester Business School
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
APM launched Projecting the Future in June 2019 to debate the challenges and opportunities for the profession, building on the 2017 Future of Project Management exercise conducted by Arup and University College London. This presentation provides the initial results from this third phase of reflection on the future of our profession.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
New to Nuclear - Transition into nuclear from other sectors
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Elaine Falconer, Head of Profession for Project Management, Jacobs
and
Karen Williams, Project Manager, Jacobs
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
In this session, Jacobs shared insights and learning from its ‘New to Nuclear’ programme designed to support mid-career and lateral entrants whose existing skills and expertise can be utilised in the nuclear sector.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Tell us what to do, not how to do it
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Alan Livingstone, Project Delivery Lead, UK&I Water Sector, Stantec
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
How the Stantec Project Management Framework provides our PMs with the flexibility to deliver projects of varying complexity, across a variety of different sectors, within a Global Organisation.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
The Future is Fractional
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Karen Frith, Founder & Managing Partner, Greenlight Partners
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
Discovering the transformational impact of working with fractional experts. Learning how businesses and professionals are embracing fractional roles and how they’re redefining work structures for optimal agility and efficiency.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Lessons learned across projects
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Barney Harle, Head of Major Projects, Manchester City Council
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
What are my key takeaways from working on a vast array of projects including the recent 30+ low carbon and decarbonisation schemes at Manchester City Council?
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Agile Adaptability: Navigating Project Management in a Dynamic World
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Nathan Lumb, Partners Project Manager, GEIC
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
This presentation delved into the vital role adaptability plays in modern project management.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Inclusive Practices in Project Management: Leveraging Digital Frameworks for Diverse Minds
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Caroline Keep, PhD researcher Digitization in Education Organisation, University of Central Lancaster
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
This talk aimed to provide actionable insights and strategies for embedding inclusivity into the fabric of project management, thereby unlocking the new dimensions of productivity and innovation in the digital sphere.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Leadership - the project professionals secret weapon
Wednesday 24 April 2024
APM East of England Network
Presented by:
Chris MacLeod
Keep up to date with the APM East of England Network:
https://www.apm.org.uk/community/east-of-england-network/
Content description:
“I’m a Project Manager”.
That’s often what we tell family, friends and peers when asked what we do. But is it really a fair description? It may well be our role title, but it probably doesn’t convey a lot of what we actually do.
This presentation and discussion is about going beyond the frameworks, processes and stereotypes associated with project management and exploring the leadership roles we all in fact perform.
“I provide leadership focused on delivering projects and change for organisations”
APM Project Management Awards - Hints and tips for a winning award entry webinar
Thursday 18 April 2024
The APM Awards overview and the resources of this webinar:
https://www.apm.org.uk/apm-awards/
Content description:
Ahead of the APM Awards 2024, find out from our expert panel what elements make a winning APM Award entry.
Learn how to choose the category best suited to you or your company.
Answers provided to those all-important questions:
-What importance does the criteria hold?
-What are the judging panel looking for?
-How should I structure my entry?
-What additional evidence is acceptable?
-What will give my entry an edge?
X hashtag: #APMawards
The Vyrnwy Aqueduct Modernisation Programme webinar
Wednesday 17 April 2024
APM North West Network
Presented by:
Katie Rowlands
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/the-vyrnwy-aqueduct-modernisation-programme-webinar/
Content description:
Spotlight on the Vyrnwy Aqueduct Modernisation Programme and the challenges facing a large project within Cheshire.
The Vyrnwy Aqueduct Modernisation Programme is one of United Utilities largest projects focused on the modernisation of three 42” aqueducts that carry clean drinking water across the North West.
This webinar covered the Vyrnwy project and an insight into the project challenges that face a live project within the Cheshire area.
APM event hosted by the London Network on 10 April 2024.
Speaker: Nick Fewings, MD of Ngagementworks
In March 2022, Nick Fewings, Ngagementworks, MD of Ngagementworks, published Team Lead Succeed, based on his 30+years of both leading operational and project teams, and subsequently facilitating team development around the world.
It has become a best seller, with a 96% 5-star review rating, and has been read on 5 of the 7 continents.
In this interactive session, Nick will share learning from Team Lead Succeed that can be applied immediately and make a positive difference to your teamwork.
Nick will share the importance of knowing both WHO is in your team and also HOW effective your teamwork is.
Only 10% of teams achieve high-performance, with 50% being average and 40% dysfunctional.
In this session, delivered by award-winning conference speaker Nick Fewings, and author of best-seller Team Lead Succeed, Nick will share his 30+ years of leading teams and facilitating team development.
Nick has profiled 1,000 of individuals and worked with 100s of teams.
Those attending will benefit from understanding;
Why many projects fail to achieve their goals.
Not relying on just measuring KPIs.
The importance of knowing WHO is in your team, both from a behavioural and technical skills aspect.
The 16 areas of high-performance teamwork, and their importance.
https://www.apm.org.uk/news/team-lead-succeed-helping-you-and-your-team-achieve-high-performance-teamwork-2/
Currently Knowledge Transfer Subject Matter Expert (Commercial) in the UKDT PMO on the Peru Reconstruction Plan. Stuart has more than 25 years’ track record of commercial and contract management experience working across both public and private sector projects, as well as more than 20 years’ experience in the development and delivery of professional training. As well as working for Gleeds in the UK and Peru, Stuart has also worked in China for Gleeds and has supported people development in Gleeds’ offices in Egypt and Poland. Stuart has been well placed to support the adoption of the NEC and UK Cost Management best practice in Peru – he was Chair of the RICS New Rules of Measurement (NRM) initiative and was heavily involved in the creation of the RICS Black Book Guidance (best practice in cost management).
APM event hosted by the Midlands Network on 11 April 2024.
Speaker: Carole Osterweil
Data is power. AI changes everything.
If the claims about both are true, how can we ensure we use data and AI well? And what does it mean for the very things which make us human - our feelings?
In this workshop Carole will draw on material from her ground-breaking book, Neuroscience for Project Success: why people behave as they do to answer both questions.
“We like to think our decision making is completely rational. However, once there's an element of uncertainty, conscious assessments are only part of the story. Two other inputs, both subconscious and driven by our innate need to survive, have a big impact.
One, automatic reactions driven by cognitive biases, gets plenty of airtime.
The other input, our raw visceral emotions might be scary to talk about and less understood - but that’s not a reason to pretend they don’t exist!”
This interactive workshop will draw on material from Carole’s book, Neuroscience for Project Success: why people behave as they do, published by APM in 2022.
You’ll come away with:
a clear understanding of how the human brain works.
a framework that:
explains ‘why people behave as they do’.
makes it easier to talk about feelings in a matter-of-fact way (so that they become part of your conscious data set)
new insights into yourself and your projects in a world that’s often characterised by stress and disorder.
Act on these insights and you’ll see the impact - on your teams and stakeholders, your decisions about how to use data and AI, and ultimately your project outcomes.
AI in the project profession: examples of current use and roadmaps to adoption webinar
Wednesday 27 March 2024
Association for Project Management
Speaker panel:
Andy Murray, James White, James Garner, Karina Singh and Alex Robertson
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/ai-in-the-project-profession-examples-of-current-use-and-roadmaps-to-adoption-webinar/
Content description:
Disruptive technology and accelerating change is the now the norm within business. Advancements that feel relatively recent are already becoming embedded into business-as-usual activity. AI is one such advancement; it is already being used and having real-world impacts across the project profession.
To help P3M professionals understand the implications of this change, APM invited representatives from organisations that have introduced or are preparing to introduce AI into their project workstreams, to explain their approach and share their insight with fellow professionals.
This webinar on explored how AI is currently being used in project and programme management, and how organisations are gearing up for its adoption.
Katharine works for WRAP which is a climate action NGO working in more than 40 countries around the globe to tackle the causes of the climate crisis and give the planet a sustainable future. In this session, you will learn about WRAP’s plastics programme and how sustainability has been incorporated as a core value in delivery of the programme, with the aim of inspiring the audience to take action in their own work.
Kai-Fu Lee predicted that AI would change the world more than anything in the history of humanity – even electricity. It would disrupt how we live and work, how we operate our businesses, the core products and services on offer and the way in which we build technology.
However, in 2024 the impact of AI can no longer be discussed in future tense. With Microsoft copilot now publicly available, the change is already upon us. There is no consultation period or ‘unsubscribe’ button.
Project management professionals are likely to be asked to manage AI projects - and we are expected to skilfully use AI in our daily work lives. While overwhelming, this is not the first time we’ve had to adapt.
Sarah helps her audience sharpen their cutting-edge skills by answering:
What do I need to know about AI right now?
If I’m asked to work on an AI project, what techniques do I need to be successful?
Where do I start my own learning journey to upskill and prepare?
Sarah’s expertise in advanced agile and experience in highly regulated Finance environments give her a unique perspective into balancing governance with technical innovation. She uses her own experience building an AI solution in 2023 to share practical, widely applicable concepts in an “AI for project managers” 101 style session.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
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.
How MJ Global Leads the Packaging Industry.pdfMJ Global
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
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).
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
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.
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSS
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
12. APM Competence Framework 2nd edition: Introduction and overview, 12th Oct 2015
1. APM Competence
Framework 2nd edition
Introduction and overview
APM North West Branch Conference
12th October 2015
Colin MacKenzie
2. What I’m going to talk about
Provide a high level overview of the APM Competence framework 2nd
edition
Summarise the benefits it can provide to organisations and individuals
Give you an insight into our new qualification and how this is aligned to
the competence framework
4. Competence Framework 2nd edition
Why did we need to change?
Previous framework had not been reviewed or updated since 2008
Edition 1 only relevant to Project Managers, not inclusive
Wanted to create a platform to build our product and service proposition that
enabled us to support our 2020 Strategy vision
We wanted to respond to customer feedback:
– Extend existing framework beyond just Project Management
– Ensure it becomes more relevant and practical for project professionals
– Ensure it’s flexible enough to integrate into existing frameworks and programmes
5. What’s different?
Streamlined and easier to use
– Number of competences reduced from 47 to 27
Addresses both application and knowledge of each competence
Relevant for Project, Programme and Portfolio Managers and PMO roles
14 new role profiles
New ratings scale
New complexity guidance
9. How should you use it?
Review the Competences and decide which are relevant to your role
Read the performance indicators for both application and knowledge then score
these holistically
Ask someone else to validate your scores
Measure yourself against a specific role profile
Use the gaps highlighted to develop and build into your PDP and CPD plan
10. Key benefits for corporates
Role profiles give you the professional body view of competence and provide a
trusted benchmark
Enables you to make (consistent) comparisons across your PM community
Identifies the differences between professional body benchmark and actual skills
within your organisation
Identify skills gaps and can be used to support professional development plans
Facilitates movement between the 4 project professional disciplines
Modern Framework that can be used as it is or integrated into an existing
framework
Flexibility - can be used for self assessment, line manager assessment, or as part
of a 360 degree assessment
11. In summary….
It enables organisations to assess their capacity and capabilities across the
breadth of their different functions
– Enables senior management teams to plan the skills development and
knowledge acquisition strategies in a common way for all delivery teams.
It enables individual project professionals to assess the knowledge and
experiences that they have against the knowledge and experience they
require to progress their career
– Identifies the study pathway that will best suit their individual requirements.
12. More information on APM website
Now forms part of your corporate membership and you should have
access to all these resources from your next renewal
13. Introduction to new APM qualification
Currently in Pilot phase until January 2016
Anticipate full launch in Spring 2016
It’s not a direct replacement for the existing Practitioner
Qualification, but it sits in the same space
14. Qualification overview
It’s based on APM’s Competence Framework 2nd Edition
Aligned to the intermediate level role profiles
It’s been developed as a multi-paper qualification taken in stages
It includes 3 universal papers around governance, leadership and project
controls, alongside one elective paper
3 role specific papers - Project, Programme and Portfolio Management
It will provide a progressive “qualification route” to become a Registered
Project Professional (RPP)
15. Target audience
• Typically have 3-5 years’ experience as a project professional
• “Fast track” project professionals
• Project professionals who have already successfully achieved the APM
Project Fundamentals APM Project Management qualifications
• MAPM grade members
• Project, Programme and Portfolio Managers who have been mapped to
the intermediate levels on the Competence Framework Role Profiles
16. A mix of core and optional papers
Professionalism
and Managing
Others
Planning and
Control
Governance+ +
Project Manager
Programme
Manager
Portfolio Manageror or
APM Certified Project
Professional Qualification
RPP
17. Three ‘core’ papers
1. Professionalism
and Managing
Others
2. Planning and
Control
3. Governance
• Ethics, compliance and professionalism
• Team management
• Conflict management
• Leadership
• Risk and issue management
• Schedule management
• Resource management
• Budgeting and cost control
• Governance arrangements
• Stakeholder and comms management
• Reviews
• Change control
• Business case
19. Overview of qualification process
Successful completion of the 3 core and 1 elective exam paper will
result in the award of the qualification
Each individual exam papers will count towards the total
qualification, provided they are completed within a 5 year period
3 hour exam with 4 questions of equal value
Candidates must provide rationale, justification and evidence
– Need to be able to demonstrate an application of the knowledge
20. Benefits
Relevant to all project professionals
Fills a gap in the market
Provides that progressive route to RPP
Encourages project professionals to demonstrate the practical
application of knowledge