This document outlines an action learning based development program that uses experiential learning techniques like simulations over a period of 3-12 months to improve team and self learning. It also describes psycho-reflexive learning and meta learning approaches as well as biographical information about the program designer J. Karthikeyan, who has over 20 years of experience in leadership development, executive coaching, and consulting.
More Dynamic, More Democratized, More Data: Next-Gen Performance & Talent Man...Qualtrics
The landscape of performance management has shifted dramatically in recent years with new practices - once thought radical - now implemented as the new normal. Rating-less reviews, dynamic goal setting, continuous performance conversations, and crowdsourced feedback are taking the place of traditional annual goal setting and the now controversial annual performance rating.
Complicit in this revolution is a move toward greater employee empowerment enabled by new digital tools that allow them to drive their performance every day. When implemented successfully, these new performance practices also have the potential to help managers refocus their time on more strategic actions and personalized investments in their people. This session will share Patagonia’s journey to a new dynamic, democratized, and data-driven approach to performance and talent management.
Agile Australia Conference 2012 - Building High Performing Teams - to deliver...Nish Mahanty
Presentation that I gave at Agile Australia 2012 in Melbourne, and at Agile Encore 2012 in Auckland.
Agile, Lean, Kanban, DevOps, Continuous Delivery! Fundamentally, all these methodologies are predicated on effective system and culture change. They require people and teams to work together to negotiate outcomes, remove inefficiencies, and deliver great business outcomes.
This talk focusses on the practicalities of building a high-performing team that can execute within a chosen methodology, and deliver awesome business outcomes. It includes practical tips on motivation, hiring, and team building across distributed teams, and gives real life examples of successes (and failures).
Discover:
» A clear context for why this is a precursor for the successful adoption of Agile
» A clear framework for building high performing teams
» Practical tips for what to do when things go wrong
» How to lead high performing Distributed teams
» Real life examples of what worked and what doesn't
More Dynamic, More Democratized, More Data: Next-Gen Performance & Talent Man...Qualtrics
The landscape of performance management has shifted dramatically in recent years with new practices - once thought radical - now implemented as the new normal. Rating-less reviews, dynamic goal setting, continuous performance conversations, and crowdsourced feedback are taking the place of traditional annual goal setting and the now controversial annual performance rating.
Complicit in this revolution is a move toward greater employee empowerment enabled by new digital tools that allow them to drive their performance every day. When implemented successfully, these new performance practices also have the potential to help managers refocus their time on more strategic actions and personalized investments in their people. This session will share Patagonia’s journey to a new dynamic, democratized, and data-driven approach to performance and talent management.
Agile Australia Conference 2012 - Building High Performing Teams - to deliver...Nish Mahanty
Presentation that I gave at Agile Australia 2012 in Melbourne, and at Agile Encore 2012 in Auckland.
Agile, Lean, Kanban, DevOps, Continuous Delivery! Fundamentally, all these methodologies are predicated on effective system and culture change. They require people and teams to work together to negotiate outcomes, remove inefficiencies, and deliver great business outcomes.
This talk focusses on the practicalities of building a high-performing team that can execute within a chosen methodology, and deliver awesome business outcomes. It includes practical tips on motivation, hiring, and team building across distributed teams, and gives real life examples of successes (and failures).
Discover:
» A clear context for why this is a precursor for the successful adoption of Agile
» A clear framework for building high performing teams
» Practical tips for what to do when things go wrong
» How to lead high performing Distributed teams
» Real life examples of what worked and what doesn't
You get an idea of what EI is, how does is impact on human behavior. Most importantly it helps leaders to read their people and conduct accordingly to gain desired performance.
Keynote-Leadership Development for Getting Things Done: Ted Abernathy, Managing Partner, Economic Leadership. Presented ate the Women's Economic Development Network 2017
More and more CEOS are retaining executive coaches. Unfortunately, there are still too many who do not. My proven approach to coaching CEOS is described in this PDF presentation.
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Bba602 management and development skillssmumbahelp
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
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Call us at : 08263069601
Deck of slides from my keynote at Dia de Agilidade (Brazil). In this session, I talk about a different strategy for change management in Agile transformations.
Watch the full video (in Portuguese) here: https://www.youtube.com/watch?v=BEfSwSCvLWs
Tiempos de respuesta asistencial en Andalucía a 30 de junio de 2011saludand
Presentación sobre tiempos de respuesta asistencial para procedimientos quirúrgicos, primera consulta de especialista y pruebas diagnósticas. A 30 de junio de 2011
You get an idea of what EI is, how does is impact on human behavior. Most importantly it helps leaders to read their people and conduct accordingly to gain desired performance.
Keynote-Leadership Development for Getting Things Done: Ted Abernathy, Managing Partner, Economic Leadership. Presented ate the Women's Economic Development Network 2017
More and more CEOS are retaining executive coaches. Unfortunately, there are still too many who do not. My proven approach to coaching CEOS is described in this PDF presentation.
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Bba602 management and development skillssmumbahelp
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Deck of slides from my keynote at Dia de Agilidade (Brazil). In this session, I talk about a different strategy for change management in Agile transformations.
Watch the full video (in Portuguese) here: https://www.youtube.com/watch?v=BEfSwSCvLWs
Tiempos de respuesta asistencial en Andalucía a 30 de junio de 2011saludand
Presentación sobre tiempos de respuesta asistencial para procedimientos quirúrgicos, primera consulta de especialista y pruebas diagnósticas. A 30 de junio de 2011
Kurikulum tingkat satuan pendidikan (ktsp)Abdul Lathif
Kurikulum Tingkat Satuan Pendidikan (KTSP) adalah sebuah kurikulum operasional pendidikan yang disusun oleh dan dilaksanakan di masing-masing satuan pendidikan di Indonesia.
Agricultura familiar, cambio climático y desarrollo rural para la seguridad y...FAO
Presentación en 7º Foro de Frente Parlamentario Contra el Hambre de América Latina y el Caribe en México (2016).
Un resumen de las principales actividades del Frente Parlamentario de Ecuador. Los avances del FPH; eventos realizados; participación en eventos internacionales; avances normativos y disposiciones constitucionales; legislación ecuatoriana sobre: agricultura familiar, cambio climático y desarrollo rural para la seguridad y soberanía alimentaria y la erradicación de la pobreza rural; identificación de temas sustantivos en la Consulta Prelegislativa de la Ley Orgánica de Agrobiodiversidad, Semillas y Fomento Agroecológico; y lecciones aprendidas.
Good Quality Housing for Very Vulnerable People: The Domus ProjectFEANTSA
Sara Waelbers' presentation in the "Innovative Housing Solutions for Homeless People" workshop at the FEANTSA Annual European Policy Conference on the 10th of June 2016.
Presentación de la Estrategia de Seguridad en uso y validación de aplicaciones de salud para dispositivos móviles diseñada por la Consejería de Salud y Bienestar Social de la Junta de Andalucía
Greetings from THE IMPACT – Knowledge Is Power.
Our Mission is to build on the unique competencies of individuals and organization
We look forward to be associated with your esteemed organization for any training & development need and help foster and meet your desired need.
Human Network is a leading edge leadership and talent development consulting firm. Our core areas of expertise include Leadership
development, Executive Coaching and Custom interventions designed to build critical competencies for success and accelerate performance.
To know more about how we can partner with you to build the right
capability building architecture to drive performance,
log on to www.human-network.in
Emotional Intelligence has emerged over the last 20 years, in parallel to greater knowledge about how the brain works – neuroscience - into an established science that enables individuals to better manage their personalities, behaviours and innate skills towards maximising personal performance and enabling the improved performance of others. This is especially important for people in senior leadership roles.
Talent Development As A Journey: from Competencies to CapabilitiesSeta Wicaksana
Talent Development is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees.
J.V.M.S is a management consulting firm that believes in utilizing the best industry practices for the development of world-class organizations that make the most of their resources, competency and skill force.
Leaderonomics extensive corporate learning programs that encompass Leadership Mastery, Personal Mastery, Business/Entrepreneurship Mastery and Functional Mastery.
Contact us today for more information on how you can leverage our expertise for your personal or organisation's needs.
Business Acumen 5.0 for Sustainable Competitive AdvantagesSeta Wicaksana
Two-thirds of corporate executives believe a lack of business skills or business acumen inhibits their company from meeting strategic priorities. It was established that most strategic plans fail to achieve their strategic goals due to the turbulent changes that exist in the global market today. Since most of the failures in the strategic process occur at the execution stage it is increasingly important that managers at all levels learn how to implement these vital plans while maneuvering through the changes that occur as a result of the dynamics of the markets.
In An organization of high business acumen individuals can expect to see leaders with a heightened perspective that translates into an ability to inspire and excite the organization to achieve its full strategic potential. As your leadership responsibilities expand, so does your need to understand the impact of every decision on the strategic and financial goals of your organization. That's why business acumen—an intuitive sense of how the moving parts of a company work together to create profit —is indispensable.
Similar to Capability Document Action Learning Based Learning for Linkedin (20)
Describes changing trends of Career Transition in companies including start-ups. The delay in job landing is on account of (i) stigma associated with hiring a laid off employee (ii) lack of support by organization to build employees confidence (iii) lack of mobility on account of house lock , children education(iv)Lack job matching mechanism. Echoes the research of 2012 Nobel Prize in Economics winners Drs. A E Roth and L S Shapely on labour market inefficiencies.
This presentation shares aspects of Culture & Artifacts inspired by the work of Dr Edgar Schein based on my work as an Organization Development and Culture Change consultant. Leaders drive culture and impact it . I looked at the leadership in my clients from the lens of India systems of the nine emotions or Navarasa . I find the Navarasa approach an effective way to help leaders explore their mindset when dealing with change and uncertainty.
Capability Document Action Learning Based Learning for Linkedin
1. Capability Document
Action Learning Based Development
This presentation contains copyrighted content & proprietary information meant for the purpose of evaluation of the proposal and not to be circulated and shared with third parties
3. Psycho-ReflexiveTM Learning
Misgiving not shared or acted by peer
Chain of command not clear , regular leadership change
Smaller teams project teams supported the larger team
Know enemy weakness and exploit it (Know and play the
field,)
Lack of agility in large formation Homogenous /(Function
Depth) can at times create inflexibility versus Breadth of
formations ( reflection of work)
Social capital of leader with diverse multinational /team
created commitment to larger purpose to win
Diversity and quality to team helped them win , (play to
strengths)
Are we Intuitive in Decision Making
Or more rational and grounded seek more data ( Check
Cautiousness, Skepticism Scores )
Reflect on Personality your Group data
provided in the appendix and check spread
of traits , low medium and High , are there
points of similarities and differences
Reflect on Action Learning Team allocation ,
( Check Self and External Structure Scores)
Contrast benchmark your products to
competitors , ( Check Aggression, Abstract
Reasoning )
What is Your company's compelling Value
Proposition
Reflect on Sociability Scores and behaviours in
the relationship dimension
Check Ego Drive Scores and Influence
dimension 3
1
2
7
What is Your company's Blind Spot ( Check
Flexibility Scores)
6
5
4
, How can we use Divide and Conquer
( Check Self Structure , Urgency Scores)
3
4. J Karthikeyan
Karthikeyan has 2 decades years of experience in developing and managing consulting business and consulting and coaching top leadership teams. His consulting career includes
PriceWaterhouseCoopers (PwC) where he was a Principal in the Global Energy and Mining Practice and later the GRID ( Government Reforms and Institutional Development )
Practice . He joined Grow Talent the fastest growing Human Capital Firm in mid 2000s that was acquired by Right Management. In his 9 years in Right Management Karthikeyan was
Vice President Consulting Services with additional Regional Practice Leader roles for Engage and Align and later Career Management Practice . He was India Delivery Leader in
Right Management before joining Mercuri Urval a Swedish Talent Management firm responsible for new client acquisitions and supporting the delivery teams in solution and delivery.
He has branched out on his own from April 2016.
Experiential Simulations for Leadership Development : Designed and Delivered Simulations for Decision Making , Team Working , Customer Service , Innovation , Leadership Styles ,
Execution, Influence that help leaders develop awareness of their conditioning for companies in Healthcare, Retail, Manufacturing , Automotive, , Energy and Utilities, Textiles , IT
services and Product companies
Executive Coaching Assignments : VP for a large Software Product company , VP Platform, Senior Director PMG, Director Product Development , VP Cloud Services , Managing
Director for Logistics Company , Country Manager for Diversified Conglomerate, Regional Leader for FMCG company, Sales Leader Assessed High Potential, High Potential
transverse leaders in Aerospace
Areas coached : Coaching for Role transition , Coaching for performance , Coaching for Influence , Coaching for communication , Coaching for working X boundaries , Coaching for
emotional intelligence, Coaching for Upward Management, Coaching Sales Leaders to be Strategic in Sales, Develop Next Line Sales Leaders
• Publications and Appearances :
• Chapter on Exploration and Exploitation in book Business Models and People Practices with foreword from Dr Marshall Goldsmith Worlds #1 Executive Coach and World Thinker List
published by Routledge Press, released in the monthly event of NHRD Bangalore July 2015.
• CII Speaker on Culture and Innovation in HR Innovation Summit , Coimbatore , Oct 2014
• National HRD Network: Co-facilitator for Large Scale Interactive process , Annual Conference Nov 2011
• Article on Engagement Quotient : The Nasscom –Right Management “ 15 Exciting companies to Work Survey 2008, Human Capital , May 2009 Issue
• Working Paper Stemming the Tide of Attrition in India : Keys to increasing retention , co-authored with Right Management USA and Villanova Business School in October 2008 cited in
Sloan Management Review , Journal of Career Management
• Talent Management Strategies to Attract and Retain Talent: Talent Management Quarterly National HRD Journal, India , June 2007
• Paper on Employee Engagement, co-authored with Sampurna Sonowal presented in the Confederation of Indian Industry (CII) HR Conclave held in Hyderabad , September 2007
4