The document provides information on Noz Urbina and their consulting services for component content, taxonomy, and omnichannel experiences. It includes their contact information, experience, clients, and topics they can help with such as content design best practices for component content management and the continuous process of content strategy. The document also includes examples of how content can be modeled and structured for reuse across different contexts and channels through the use of things like personas, journeys, content patterns, and component types.
The document discusses five trends in human resources for the 21st century: 1) the evolution of HR from personnel to human capital management, 2) talent wars due to teacher shortages, 3) generational differences in the workforce, 4) the technology explosion in areas like virtual schools and communications, and 5) the need to measure return on investment in HR. It provides examples and illustrations of each trend and prompts discussion on how these trends could impact the reader's future work in HR and how they may respond.
The document discusses the need for accounting and finance professionals to shift from being reactive to proactive by becoming more "anticipatory". It analyzes research from various sources that identified key competencies for the future, with the most important being "anticipation". Anticipation involves strategic thinking, continuous learning, innovation, and other skills. The document proposes that accounting professionals can become more anticipatory by transforming from focusing on problems to focusing on solutions, and from crisis management to opportunity management. It identifies the top five barriers to becoming more anticipatory as well.
Pending actualization of the Internet of Things, organizations must embrace the digital world if they are to survive and, preferably, thrive. Irrespective of the sector an organization is in, digitization enables fundamentally different ways for it to think about its clients, audiences, and partners, and to engage with them.
Knowledge management will play an important role in addressing the consumerization of IT and the changing role of IT departments. As more technologies originate from the consumer space, knowledge management strategies will be needed to capture, organize, and facilitate access to both explicit and tacit knowledge across the organization. Some knowledge management areas that may see increased demand include community management, social collaboration, taxonomy and tagging, curation, analytics and business intelligence, and change management as IT departments aim to embrace new technologies while mitigating risks. Effective change management approaches focus on starting with early adopters, addressing concerns of the skeptical, and demonstrating clear value to critics in order to drive organizational adoption of new ways of working.
Should social learning skills be part of our organisation toolkit?
Welcome to the overview results of our second snapshot survey. Social learning is fast becoming a topical issue. We chose this topic for our second survey because we believe that social learning may hold some of the keys to creating the flexible, responsive and insight driven ethos thatâs essential for surviving and thriving in our complex and changeable economic context.
Our Performance Hub Survey Series is about uncovering touch-points for further discussion and debate - rather than trying to gather a mass of empirical data on the state of play. Weâll be taking these discussions further on LinkedIn over the course of the year.
Take a look at the results and join our discussions on LinkedIn: The Performance Hub LinkedIn Discussion Group.
The document provides information on Noz Urbina and their consulting services for component content, taxonomy, and omnichannel experiences. It includes their contact information, experience, clients, and topics they can help with such as content design best practices for component content management and the continuous process of content strategy. The document also includes examples of how content can be modeled and structured for reuse across different contexts and channels through the use of things like personas, journeys, content patterns, and component types.
The document discusses five trends in human resources for the 21st century: 1) the evolution of HR from personnel to human capital management, 2) talent wars due to teacher shortages, 3) generational differences in the workforce, 4) the technology explosion in areas like virtual schools and communications, and 5) the need to measure return on investment in HR. It provides examples and illustrations of each trend and prompts discussion on how these trends could impact the reader's future work in HR and how they may respond.
The document discusses the need for accounting and finance professionals to shift from being reactive to proactive by becoming more "anticipatory". It analyzes research from various sources that identified key competencies for the future, with the most important being "anticipation". Anticipation involves strategic thinking, continuous learning, innovation, and other skills. The document proposes that accounting professionals can become more anticipatory by transforming from focusing on problems to focusing on solutions, and from crisis management to opportunity management. It identifies the top five barriers to becoming more anticipatory as well.
Pending actualization of the Internet of Things, organizations must embrace the digital world if they are to survive and, preferably, thrive. Irrespective of the sector an organization is in, digitization enables fundamentally different ways for it to think about its clients, audiences, and partners, and to engage with them.
Knowledge management will play an important role in addressing the consumerization of IT and the changing role of IT departments. As more technologies originate from the consumer space, knowledge management strategies will be needed to capture, organize, and facilitate access to both explicit and tacit knowledge across the organization. Some knowledge management areas that may see increased demand include community management, social collaboration, taxonomy and tagging, curation, analytics and business intelligence, and change management as IT departments aim to embrace new technologies while mitigating risks. Effective change management approaches focus on starting with early adopters, addressing concerns of the skeptical, and demonstrating clear value to critics in order to drive organizational adoption of new ways of working.
Should social learning skills be part of our organisation toolkit?
Welcome to the overview results of our second snapshot survey. Social learning is fast becoming a topical issue. We chose this topic for our second survey because we believe that social learning may hold some of the keys to creating the flexible, responsive and insight driven ethos thatâs essential for surviving and thriving in our complex and changeable economic context.
Our Performance Hub Survey Series is about uncovering touch-points for further discussion and debate - rather than trying to gather a mass of empirical data on the state of play. Weâll be taking these discussions further on LinkedIn over the course of the year.
Take a look at the results and join our discussions on LinkedIn: The Performance Hub LinkedIn Discussion Group.
AIIE & Accept360 Webinar - Bridging the Innovation Execution GapThink For A Change
Â
The document discusses bridging the gap between innovation strategy and execution. It identifies common challenges such as aging processes and a lack of skills in creative problem solving. It proposes developing executable strategies with clear deliverables, milestones, accountability, and metrics. Key success factors for innovation execution include clear vision, measurable milestones, responsibility assignment, resources, and communication of accountability.
The document summarizes a presentation about measuring the value of a knowledge management strategy at Deloitte Consulting. It discusses Deloitte's business challenges, approach to knowledge management focusing on content, culture and connectivity, and how it determines and measures value in its KM strategy, including identifying stakeholders, articulating benefits, and understanding value through a knowledge value continuum.
Latest Trends in Independent Evaluation at ADBOlivier Serrat
Â
Independent evaluation has changed from the beginnings of evaluation activities in ADB some 30 years ago. Initially, the focus of evaluation was on assessing whether implementation was consistent with the intentions reflected in the appraisal of a project, and the extent to which the project achieved the expected economic and social benefits. Independent evaluation now shapes decision making throughout the project cycle and in ADB as a whole. This presentation offers more than an account of the early steps: it describes recent accomplishments and looks to the future.
Knowledge Management Practical Tips for Public Sector Practitioners - Carla S...Business FM 89.9
Â
An overview of case studies and practical tips for public sector knowledge management practitioners. Carla Sapsford Newman discusses the unique challenges public sector KM teams face as well as proven strategies in both the private and public sectors.
The document discusses knowledge ecology, defined as the dynamic interacting elements involved in knowledge and capability building that contribute to the sustainable evolution of a community. It notes that knowledge ecology is a complex adaptive system. Key aspects include it being dynamic, evolutionary, resilient, focused on learning and capability building, and interconnected. The biggest challenge is objectively confronting what we know and how we approach learning, including identifying what impedes learning and changing.
The document discusses where knowledge management (KM) is going based on its past development and emerging trends. It notes that KM has historically lacked robust methodologies and maturity models beyond frameworks and assessments. Going forward, it predicts that KM will focus on:
1) Proven methodologies rather than just frameworks to guide practice.
2) Maturity models that are prescriptive beyond just diagnostics.
3) Transforming organizations into learning organizations rather than just implementing systems.
4) Improving human performance through knowledge and engagement rather than just technology.
FS - Ebook - Engaging Millenials in the Workplace (18872)April Scarlett
Â
Millennials, born between 1980-2004, now make up 75% of the global workforce. While often stereotyped as entitled and lazy, research shows millennials are highly skilled, tech-savvy, and eager to contribute to organizations if properly engaged. Millennials prefer work-life balance, team environments, and opportunities for growth over money. They are innovative, seek feedback, and will promote companies actively through social media if they feel excited about the workplace culture. To attract and retain millennials, companies need innovative hiring processes, opportunities for leadership development, and challenges that engage their skills over the long-term.
The document discusses the process of organizational integration and growth. It outlines key steps including anticipating the future, defining a vision, diagnosing gaps, defining tasks and processes, action planning, implementation, and building readiness. It emphasizes establishing clarity, developing the right climate and competence, assessing readiness, monitoring and evaluating progress, and communicating effectively. The process aims to define a vision, analyze gaps, develop plans for people, culture, capacity and competency, and implement changes while building commitment and readiness for integration.
This document discusses theories of change and how they can be used for program planning and evaluation. A theory of change explains how and why a desired change is expected to happen in a particular context. It identifies the key assumptions being made and maps out the causal linkages and pathways of change that are expected to lead to the desired goals. Theories of change help organizations engage honestly with the complexity of change processes and provide a framework to monitor progress and adjust strategies based on ongoing learning and reflection. Developing a theory of change involves backward mapping from long-term goals to identify outcomes and strategies, and making assumptions explicit. It is an iterative process that supports effective program management and evaluation.
The document discusses defining career paths for IT professionals, specifically the career path to becoming a Chief Information Officer (CIO). It begins by noting a troubling trend where fewer IT professionals view the CIO role as a worthy career goal due to perceptions that it is a difficult position. The document then quotes several current CIOs who describe the rewarding aspects of their role, such as making a positive impact on their institution and community. It concludes by providing advice for IT professionals to extend their career potential, including pushing themselves out of their comfort zone, being willing to relocate to new opportunities, understanding their personal brand, and addressing any weaknesses through professional development.
By 2030, many of the world's largest economies will have more jobs than skilled people to do those jobs. As a result, the talent market is going to be even more competitive than it is today. To prepare, Universum conducted the biggest Gen Z survey ever to help our clients predict their future workforce.
In this presentation from our EMEA webinar you'll come to understand the next cohort of employees, Generation Z, and learn how to future-proof your employer brand.
Managing the Workforce of the Future: Retaining and Engaging Future Claims Leaders
Presentation made to the Excess/Surplus Lines Claims Associaton at its annual conference in Southampton, Bermuda.
Presentation features the shifts in workplace values that require organizational leaders to change their approach to workforce management.
Consult Your Community - Reflection on Virtual Community BuildingKiron Chandy
Â
Find out how a ragtag team of young professionals empower over 300 students across the country to give back to their communities in over 15 locations across America
While dozens of research initiatives explore Generation Zâs values as consumers, few explore its attitudes about work. A new research study from Universum asks close to 50,000 high school graduates about their future careers, the necessity of higher education, and their attitudes to work and life â insights hiring companies can use to attract and retain the next generation of digital natives.
The document discusses the need for digital change and transformation in education organizations. Emerging technologies will be a catalyst for this change by supporting personalization, mobility, richer experiences and flexibility. Education must focus on delivering memorable experiences for students and differentiating its value. Organizations need to understand their digital maturity across organization, technology, engagement, and culture. A roadmap for transformation involves experiments, measuring traction, and evolving roles from crawl to fly. Driving change requires understanding one's purpose, cultivating curiosity, and leading rather than being driven by change.
The document discusses the changing landscape of managing online education programs. It notes an increasing variety of online programs offered by more institutions using diverse models. This has led to greater competition and complexity in managing specialized services across decentralized organizations. Effective management requires assessing trends, prioritizing goals and resources, leading organizational change, and supporting faculty and community building. Managers must balance growth, quality, and sustainability while navigating limited resources and high expectations.
The Impact Outweighs the Effort: Effective and Impactful CRM and Online Appli...Hobsons
Â
The impact outweighs the effort â effective and impactful CRM and online application implementation
College Marketing Network Annual Conference
12 November 2016
Daniel Falls, Head of HE Consulting Services
Knowledge management requires investing in organizational culture, leadership, and tools to facilitate knowledge sharing. It allows organizations to be more competitive by accelerating innovation, reducing costs, and improving customer satisfaction. While challenging to implement due to issues like knowledge ownership, appropriate incentives and an open culture can overcome obstacles to create communities where knowledge is shared within and between organizations. Wikis are one tool that can help by allowing easy creation and editing of interlinked web pages.
AIIE & Accept360 Webinar - Bridging the Innovation Execution GapThink For A Change
Â
The document discusses bridging the gap between innovation strategy and execution. It identifies common challenges such as aging processes and a lack of skills in creative problem solving. It proposes developing executable strategies with clear deliverables, milestones, accountability, and metrics. Key success factors for innovation execution include clear vision, measurable milestones, responsibility assignment, resources, and communication of accountability.
The document summarizes a presentation about measuring the value of a knowledge management strategy at Deloitte Consulting. It discusses Deloitte's business challenges, approach to knowledge management focusing on content, culture and connectivity, and how it determines and measures value in its KM strategy, including identifying stakeholders, articulating benefits, and understanding value through a knowledge value continuum.
Latest Trends in Independent Evaluation at ADBOlivier Serrat
Â
Independent evaluation has changed from the beginnings of evaluation activities in ADB some 30 years ago. Initially, the focus of evaluation was on assessing whether implementation was consistent with the intentions reflected in the appraisal of a project, and the extent to which the project achieved the expected economic and social benefits. Independent evaluation now shapes decision making throughout the project cycle and in ADB as a whole. This presentation offers more than an account of the early steps: it describes recent accomplishments and looks to the future.
Knowledge Management Practical Tips for Public Sector Practitioners - Carla S...Business FM 89.9
Â
An overview of case studies and practical tips for public sector knowledge management practitioners. Carla Sapsford Newman discusses the unique challenges public sector KM teams face as well as proven strategies in both the private and public sectors.
The document discusses knowledge ecology, defined as the dynamic interacting elements involved in knowledge and capability building that contribute to the sustainable evolution of a community. It notes that knowledge ecology is a complex adaptive system. Key aspects include it being dynamic, evolutionary, resilient, focused on learning and capability building, and interconnected. The biggest challenge is objectively confronting what we know and how we approach learning, including identifying what impedes learning and changing.
The document discusses where knowledge management (KM) is going based on its past development and emerging trends. It notes that KM has historically lacked robust methodologies and maturity models beyond frameworks and assessments. Going forward, it predicts that KM will focus on:
1) Proven methodologies rather than just frameworks to guide practice.
2) Maturity models that are prescriptive beyond just diagnostics.
3) Transforming organizations into learning organizations rather than just implementing systems.
4) Improving human performance through knowledge and engagement rather than just technology.
FS - Ebook - Engaging Millenials in the Workplace (18872)April Scarlett
Â
Millennials, born between 1980-2004, now make up 75% of the global workforce. While often stereotyped as entitled and lazy, research shows millennials are highly skilled, tech-savvy, and eager to contribute to organizations if properly engaged. Millennials prefer work-life balance, team environments, and opportunities for growth over money. They are innovative, seek feedback, and will promote companies actively through social media if they feel excited about the workplace culture. To attract and retain millennials, companies need innovative hiring processes, opportunities for leadership development, and challenges that engage their skills over the long-term.
The document discusses the process of organizational integration and growth. It outlines key steps including anticipating the future, defining a vision, diagnosing gaps, defining tasks and processes, action planning, implementation, and building readiness. It emphasizes establishing clarity, developing the right climate and competence, assessing readiness, monitoring and evaluating progress, and communicating effectively. The process aims to define a vision, analyze gaps, develop plans for people, culture, capacity and competency, and implement changes while building commitment and readiness for integration.
This document discusses theories of change and how they can be used for program planning and evaluation. A theory of change explains how and why a desired change is expected to happen in a particular context. It identifies the key assumptions being made and maps out the causal linkages and pathways of change that are expected to lead to the desired goals. Theories of change help organizations engage honestly with the complexity of change processes and provide a framework to monitor progress and adjust strategies based on ongoing learning and reflection. Developing a theory of change involves backward mapping from long-term goals to identify outcomes and strategies, and making assumptions explicit. It is an iterative process that supports effective program management and evaluation.
The document discusses defining career paths for IT professionals, specifically the career path to becoming a Chief Information Officer (CIO). It begins by noting a troubling trend where fewer IT professionals view the CIO role as a worthy career goal due to perceptions that it is a difficult position. The document then quotes several current CIOs who describe the rewarding aspects of their role, such as making a positive impact on their institution and community. It concludes by providing advice for IT professionals to extend their career potential, including pushing themselves out of their comfort zone, being willing to relocate to new opportunities, understanding their personal brand, and addressing any weaknesses through professional development.
By 2030, many of the world's largest economies will have more jobs than skilled people to do those jobs. As a result, the talent market is going to be even more competitive than it is today. To prepare, Universum conducted the biggest Gen Z survey ever to help our clients predict their future workforce.
In this presentation from our EMEA webinar you'll come to understand the next cohort of employees, Generation Z, and learn how to future-proof your employer brand.
Managing the Workforce of the Future: Retaining and Engaging Future Claims Leaders
Presentation made to the Excess/Surplus Lines Claims Associaton at its annual conference in Southampton, Bermuda.
Presentation features the shifts in workplace values that require organizational leaders to change their approach to workforce management.
Consult Your Community - Reflection on Virtual Community BuildingKiron Chandy
Â
Find out how a ragtag team of young professionals empower over 300 students across the country to give back to their communities in over 15 locations across America
While dozens of research initiatives explore Generation Zâs values as consumers, few explore its attitudes about work. A new research study from Universum asks close to 50,000 high school graduates about their future careers, the necessity of higher education, and their attitudes to work and life â insights hiring companies can use to attract and retain the next generation of digital natives.
The document discusses the need for digital change and transformation in education organizations. Emerging technologies will be a catalyst for this change by supporting personalization, mobility, richer experiences and flexibility. Education must focus on delivering memorable experiences for students and differentiating its value. Organizations need to understand their digital maturity across organization, technology, engagement, and culture. A roadmap for transformation involves experiments, measuring traction, and evolving roles from crawl to fly. Driving change requires understanding one's purpose, cultivating curiosity, and leading rather than being driven by change.
The document discusses the changing landscape of managing online education programs. It notes an increasing variety of online programs offered by more institutions using diverse models. This has led to greater competition and complexity in managing specialized services across decentralized organizations. Effective management requires assessing trends, prioritizing goals and resources, leading organizational change, and supporting faculty and community building. Managers must balance growth, quality, and sustainability while navigating limited resources and high expectations.
The Impact Outweighs the Effort: Effective and Impactful CRM and Online Appli...Hobsons
Â
The impact outweighs the effort â effective and impactful CRM and online application implementation
College Marketing Network Annual Conference
12 November 2016
Daniel Falls, Head of HE Consulting Services
Knowledge management requires investing in organizational culture, leadership, and tools to facilitate knowledge sharing. It allows organizations to be more competitive by accelerating innovation, reducing costs, and improving customer satisfaction. While challenging to implement due to issues like knowledge ownership, appropriate incentives and an open culture can overcome obstacles to create communities where knowledge is shared within and between organizations. Wikis are one tool that can help by allowing easy creation and editing of interlinked web pages.
Samsung Malaysia (SME) - Special Presentation on Diversity & LeadershipRoshan Thiran
Â
This document discusses insights on 21st century leadership for Samsung. It emphasizes that leadership must embrace diversity and inclusion to be effective in today's changing world. True leadership development involves a combination of nature and nurture - it requires both inherent qualities and learning over time through diverse experiences that provide feedback and opportunities to develop new skills. Learning is contextual and influenced by both content and the environment in which it takes place.
- The document presents a new conceptual model for public relations planning that aims to better align PR strategies with organizational goals and values through a six-stage process.
- The model emphasizes understanding organizational vision/ethics, researching stakeholders, setting priorities in line with business strategy, developing integrated communication strategies, and organizational integration of PR.
- Evaluation is embedded throughout the iterative model through continuous monitoring of benchmarks, stakeholder relationships, issues, and communication impacts. The goal is to create a responsive organization through strategic public relations planning and management.
The document discusses emerging trends in organizational development based on research and interviews. Five key trends are identified: 1) expanding the use of OD, 2) combining hard business skills with OD, 3) creating whole system change through organizational design and culture change, 4) using OD to facilitate partnerships and alliances, and 5) enhancing continual learning. The trends are driven by macro forces like technology changes, globalization, and diversity. OD practices must now demonstrate business value through metrics and strategic alignment.
The rapidly changingâand, at times, excessively complexânature of development work demands diverse competences from aid agencies such as the Asian Development Bank. The learning challenges these present require the ability to work more reflectively in a turbulent practice environment.
Presented at World Learning/ SIT Graduate Institute, Washington DC, August 2013.
Orientation for MA Sustainability/ International Policy & Management Programs
Blackboard Connect Webinar: Driving Student Success in a Global Economy with ...Blackboard
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The document discusses how school districts can prepare students for success in a global economy through targeted communication. It emphasizes engaging parents, utilizing community resources, and building relationships to facilitate student achievement. New technologies and strategies are needed to address challenges like decreased funding and increased performance standards. Proactive, multichannel communication can help involve stakeholders and overcome barriers to prepare competitive students.
The document discusses career development as a fifty-year process, providing keys to career success and advice for managing one's career over the long term. It emphasizes that behavioral skills are more important than technical skills for career success. It also outlines processes for presenting yourself, managing information, presenting ideas, acquiring skills, and addressing conflicts. The document stresses that career development is lifelong and one must continually learn, gain experience, and adapt to changes over the decades.
This document discusses teacher professional development and proposes a future model that changes the current approach. It suggests leveraging technology to provide distributed expertise through aggregated online resources. Recommendations include involving community champions, getting input from teachers, piloting changes, and focusing on developing new skills rather than just implementing new technologies.
An organization called AVID out of the US asked for my opinion on how to move their training from a face-to-face, Summer Institute model to a blended model that involves engaging teachers over time. Here is my advice.
The Living Organisation(R) -Agile Strategy ExecutionVitaly Geyman
Â
Research shows over 70% of all strategic initiatives; fail to meet their desired objectives. A key reason is they approach the organization as a machine to be adjusted rather than a living being to be developed. Strategic initiatives focus on changing what we do, not who we are being. Successful strategy implementations focuses on why the organization exists and develops its capability and maturity to execute. In this talk we explore how the The Living Organization(R) framework addresses the very core of this problem using the deep understanding of living systems and developmental psychology to significantly improve the success rate of strategy execution.
5 Characteristics Of Successful Intermediary Organisationsikmediaries
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Presentation by Catherine Fisher (IDS) on 5 characteristics of successful intermediary organsiations, given at the 3rd I-K-Mediary workshop in Brighton, November 2009.
Similar to Building Innovation & Competitiveness in a Complex Environment (20)
We documented and illustrated the use of a data collection and analysis suite, SenseMaker, that was designed to collect and work with narrative fragments. The approach presented adds a new and inherently mixed tool to the mixed methods toolbox. Despite its novelty and potential utility, little has been written in the academic literature on the application of SenseMaker to complex problems. To the best of our knowledge, the approach has not been used in relation to climate change or climate change adaptation and has not been presented in the mixed methods literature. We sought to contribute to filling this gap through describing the approach used to generate the data that underpin the articles in this special feature. Our purpose was to illustrate some of the potential and most notable challenges of using the SenseMaker data collection and analysis process in a complex domain through examining adaptation to climate change. Our overview was not exhaustive but rather sought to highlight capabilities and challenges through examining experiences of adaptation from a stages of change perspective. SenseMaker provides a remarkably powerful tool for the capture of micronarratives of complex phenomena such as climate change. The capacity to have respondents interpret, i.e., make sense of, their own narratives is an important innovation that provides one plausible solution to the problem of analysts coding narratives.
IODA - The Promise & Perils of Narrative ResearchChris Fletcher
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The document discusses measuring the impact of an organizational development program at a consulting firm. It outlines the discovery process used, including document review, interviews, an international program review, and workshops. Data was collected using a narrative capture method based on Kirkpatrick and Brinkerhoff frameworks to evaluate how well the training programs helped staff develop the necessary skills and achieved the organization's goals.
This is a plain english overview of the Sensemaker software developed by Cognitive Edge, put together by Emerging Options Pty Ltd (http://www.emergingoptions.com.au). It is a leading edge product allowing organisations to make sense of their world in order to make decisions in a time of rapid and constant change. It makes the invisible voice visible.
This document discusses the need for a new approach to risk management in uncertain times. It argues that past failures show that risk management tools and processes are not sufficient on their own and that a focus on people, behaviors, values and decision-making is needed. It advocates capturing stories and narratives from key employees to better understand risk drivers and contexts. A new strategic perspective is required that embraces uncertainty and transforms workforce views on risk management.
Knowledge transitions: using narrative to understand the issues of attracting...Chris Fletcher
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The document discusses research into volunteering in Australia to understand what motivates people to volunteer and the issues around attracting and retaining volunteers. Some key findings from the research include:
- Volunteers prefer praise over rewards and too much control is better than feeling isolated.
- Frequent volunteers feel less appreciated than occasional volunteers.
- Difficulty accessing opportunities is seen as a problem while too many options is not.
- Emotional support is more important for volunteers who live alone than those with family.
- Volunteers who commit frequently want more input into their roles.
Shift Happens: how to share knowledge in a network centric worldChris Fletcher
Â
The document discusses knowledge transfer and retention in modern workplaces. It outlines how the rise of Web 2.0 technologies and social media have led to a more networked world and participation culture. This has shifted the focus of knowledge management from content collection to context and connection. Effective knowledge transfer now relies more on collaboration and building social capital through networks both virtual and physical.
1. Knowledge management is evolving from a focus on explicit and transactional knowledge to tacit and relational knowledge as the world becomes more networked and participatory.
2. Social capital, or the collective value created through relationships and cooperation, is becoming the new currency and face of knowledge in this new environment.
3. For knowledge management to be effective moving forward, the focus needs to shift from content and collection to context and connection by leveraging social networks and communities to encourage interaction, collaboration, and innovation.
Ark Group: Redesigning your Intranent - Understanding and implementing Emerg...Chris Fletcher
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The document discusses the evolution of globalization and the rise of Web 2.0 technologies and their impact on knowledge management. It notes that globalization has shrunk the world from a large to tiny size and flattened the playing field. Web 2.0 allows for more collaboration and relationship-based knowledge sharing through social networks and user participation. This represents a shift from traditional knowledge management focused on content and collection to a new model emphasizing context and connection.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
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This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
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Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.đ¤Ż
We will dig deeper into:
1. How to capture video testimonials that convert from your audience đĽ
2. How to leverage your testimonials to boost your sales đ˛
3. How you can capture more CRM data to understand your audience better through video testimonials. đ
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujaratâs DholeraAvirahi City Dholera
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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 isnât just any project; itâs a potential game changer for Indiaâs 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/
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
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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.
Structural Design Process: Step-by-Step Guide for BuildingsChandresh Chudasama
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The structural design process is explained: Follow our step-by-step guide to understand building design intricacies and ensure structural integrity. Learn how to build wonderful buildings with the help of our detailed information. Learn how to create structures with durability and reliability and also gain insights on ways of managing structures.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
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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.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
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Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
3 Simple Steps To Buy Verified Payoneer Account In 2024SEOSMMEARTH
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Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
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Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
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Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Best practices for project execution and deliveryCLIVE MINCHIN
Â
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
Building Your Employer Brand with Social MediaLuanWise
Â
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement â helping to position your organization as an employer of choice in today's competitive talent landscape.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Building Innovation & Competitiveness in a Complex Environment
1. Building Innovation & Competitiveness in a Complex Environment Knowledge Management & People Development conference 26 October 2009 Chris Fletcher Principal Emerging Options Pty Ltd
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4. History never repeats We are living in a time of fundamental change - where sustainability requires new ways of thinking about systems and communities in near real time The building blocks of the past will not necessarily provide a firm foundation for the future. To survive and thrive in these complex timed requires us to understand the landscape in which we live today - to make sense of the world so we can act Complex times require a toolkit that allows us to: - manage high levels of uncertainty - understand intent in a rapidly changing environment - do more with less - make decisions in inherently complex environments - manage knowledge critical to the organisation - evaluate impact of initiatives - make invisible issues visible
5. Asymmetry â There is no difference between a terrorist, a citizen, an employee and a consumer - all represent the problem of asymmetry in which an organisation has to understand multiple interactions and decision from large populations which cannot be predicted or controlled by that organisation.â - Cognitive Edge We need to be able to allow decision makers the ability to âsee the worldâ through the eyes of their customer, their staff, their citizens or even their enemies.
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7. Cynefin Framework by Cognitive Edge Simple Order Obvious direct relationship between cause and effect Standardised rules, policies, regulations, procedures, legislation Sense -Categorise-Respond BEST PRACTICE Complicated Order â Relationship between cause and effect can be uncovered Groups of experts research, analyse and agree on the best way Sense-Analyse-Respond GOOD PRACTICE Complex Unorder Multiple possibilities and options â Safe failâ probes and experiments Context dependent Emergent âsolutionsâ Probe-Sense-Respond EMERGENT PRACTICE Chaotic Unorder Issues that are sufficiently critical that there is no time for research, consultation or experiments. Someone must take charge and ACT Act-Sense-Respond NOVEL PRACTICE Disorder: cannot agree
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Organisational Change Complexity in Action Loose key areas & functions Resources Sacrifice quality for targets Hate to see economic rationalism dominate decisions Excellent state of the art facilities & Friendly community New exciting buildings - student hub innovative Introduction of research supervisor database a huge success Cutting back on what currently do / decreasing services Benchmarking We are the Industry benchmark internationally & nationally Benchmarks Forming an exciting standard in the community Engagement Loyalty of Alumni â 50% increase Manage customer relationships from prospects to alumni Engagement with community Importance of committed alumni â building on uni community Have a great website Improved co-ordination Working social comms network Like to have a working website Centralised search engine optimisation Website top level administration Fees too high Product Innovation LTU to have a distinct difference New courses Academic quality with +ve change in curriculum Failed because of lack of money More revenue generation Lack of resources making everything collapse Clearly defined areas of study â where is the uni heading? Clever communication by Web Increased efficiencies / outputs Efficiency Delivering on projects in the pipeline Optimising resources Long & short term strategies Better use of resources Multi- faceted strategic development - Coordinated Functions - streamlined processes Knowledge sharing Continued duplication of functions Knowledge sharing worse than now Data not available between faculties/ regions Integrated unit Process streamlining No corporate knowledge retention Too much change at same time Organisational culture +ve change Formal induction for staff To be able to say I am proud of my uni Loss of human aspect in service delivery Uncertainty about the future Loss of the good things in the process More positive working culture amongst divisions Less red tape Marketing & recruitment at the board level Professional recognition Professionals recognised for our achievements Lack of decision making power Little value attached to the marketing function we miss the opportunity if we donât change Integrated information Optimising resources Looking back at missed opportunities Opportunity Common values & goals Coordination right across all related functions Work as one unit Work effectively with faculty reps to achieve uni strategic aims Collaboration within faculties & uni wide regarding promotion material Marketing on same page single minded Common Goals +ve relationship between divisions in uni Improved comms & work culture across uni Staff arenât supportive of each other LTU continues in silo mentality & goes bust Silo mentality Silo mentality Silo mentality destroyed Frustration Fear â MSR&I are ineffective due to lack of faculty support Donât upset the horses Frustration LTU âon messageâ & aggressive in marketplace Staff morale improved No recognition & understanding Cynicism about new ideas being accepted LTU first in peopleâs minds â all categories of students Community looks at us as innovators & forward thinkers Marketing may not be able to make a difference LTUâs popularity increases +ve brand More engagement with business & professional bodies Community engagement (internal & external) +ve change Leaders Delivering promises Build a sense of pride with students & staff Recognition of achievement by uni More +ve comments / perceptions in LTU community Integrated marketing Exceed student expectations More internal marketing All marketing not just promotion Innovative marketing â weâre clever Increase in students Marketing LTU top of mind Great research stories to tell Marketing across all areas of the organisation LTU âon messageâ & aggressive in marketplace Mkt leader in local / international student recruitment Local & international reputation Cynicism about new ideas being accepted New ways to design courses Education products that are market driven More marketing influence in products & promotion Are approachable Reputation of brand Word of Mouth marketing from alumni Credibility of degree increase Increase domestic course conversion Targets Increase VTAC market share Market Service Leader Increase student noâs Increase No. of all students Meeting targets Be model in turning around an institution Cultural changes across uni Staff morale Worry we will lose feeling of community amongst staff Futile process / morale hasnât changed Laughing stock of universities To be a market leader in uni sector LTU to be known for Strong courses Internationally 8000+ target 3 yrs Missed the Boat on potential Research group & increase research profile Reputation Move up the competitive ladder LTU being more competitive Ranked in top 3 unis in Victoria Reduced budget means courses suffer Brand established & recognised by all Redundancies leave remaining staff feeling burned No morale change amongst staff No clear direction for staff Build profile & credibiity Take over Swinburne & Ballarat Budget Cutbacks Regions (vs central) Coherent & supportive regional marketing strategy Centralisation creating disenpowerment Reverse perceived lack of decision making in regions Internal comms Human aspect Attention lost No ego please! Integrated marketing Cohesive Integrated relationships Integrated marketing across all channels Integration Economic rationalisation Developing long term strategies Conflict between traditional notion of uni & Economic rationalism Danger of highly rationalised business model Strategic recruitment LTU staff best advocates For the uni Pride & Advocacy Pride amongst staff Staff not engaged to be best advocates for the uni Students identify with LTU community & are proud Still a warm friendly place Community engagement Active engagement with industry / business Increased community involvement Non-action after review No change Waste of time Time wasted â no improvement Nothing has happened in last 3 yrs No identifying what is working now Failure to identify what is being done well Messages going out need to be consistent La Trobe swallowed by Deacon Changes to the sector may have impacts LTU Merged Review: - LTU swallowed - Invisible - Insignificant Bradley review & impact on the organisation La Trobe may no longer exist La Trobe merges with another uni unless We define our strengths No more asbestos Stop the rumours No more bad news stories Managing Bad news stories Consistent Messages Website must be cleansed Risk of non-compliance issues Shortages of resources â unknown of reduction of staff Good staff departing No more bad news stories Losing corporate knowledge through staff departures
16. Future of Volunteering in Australia Fact: Meals on Wheels rely on volunteers Statistic: Average age of a volunteer: 60+ Question: What happens to Meals on Wheels when the pool of volunteers dries up? Question: What motivates / drives people to volunteer? Complexity in Action