#CultureCode The little red book of answers for HR managers Naomi Simson
This pocket size book gives you a quick glance as to why employee engagement is so important - and why happy people = happy profits.
After all it is okay to have fun at work.
When it comes to recruiting and keeping top talent, companies need to understand what potential employees value and create a company culture that appreciates all they have to offer. The following slides are tips and management tactics to help employers find and keep their “A players”.
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking soft skills.
to bring in such daring leaders from the shadow to broad daylight, we have come up with another interesting edition, “The 30 Most Daring CEOs in Business”.
Dispatches From The New Economy: The On-Demand Economy And The Future Of WorkIntuit Inc.
From delivery, transportation and household errands, to professional services and consulting, the on-demand economy is changing the way people consume goods and services. It is also changing the way people work. Intuit and Emergent Research forecast that the number of people working on-demand jobs will grow from 3.2 million Americans to 7.6 million by 2020. This is a once in a generation opportunity to empower the future of work and a new face of entrepreneurship.
Dispatches from the New Economy: The On-Demand Workforce provides a detailed analysis of the demographics, motivations and challenges of workers pursuing on-demand jobs. The data comes from a study from Intuit and Emergent Research that examined people working via eleven on-demand economy and online talent marketplace companies. Study participants included: Deliv, Field Nation, HourlyNerd, MBO Partners, OnForce, Uber, Upwork (formerly Elance-oDesk), Visually, Wonolo, and Work Market.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
CPA Australia interviewed more than 2000 small business owners across the Asia-Pacific region and found six common factors to business success. Learn more.
Dispatches From The New Economy: The Five Faces Of The On-Demand EconomyIntuit Inc.
From people determined to be their own boss, to those embracing the flexibility to do something they love, to workers finding a replacement for a traditional job – people working in the on-demand economy are just about as diverse as the labor market itself. A new report from Intuit Inc. and Emergent Research shows that there are a broad range of motivations – and differing levels of satisfaction – among five distinct groups of on-demand workers:
The Business Builders – primarily driven by the desire to be their own boss. They represent 22 percent of on-demand workers.
The Career Freelancers – happily building a career through independent work. They represent 20 percent of on-demand workers.
The Side Giggers – looking to find financial stability by supplementing existing income. They represent 26 percent of on-demand workers.
The Passionistas – looking for the flexibility to do something they love. They represent 18 percent of on-demand workers.
The Substituters – replacing a traditional job that is no longer available. They represent 14 percent of on-demand workers.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
Organizations have the opportunity to not only attract but enable tomorrow's workforce, and to do it better than everyone else. We'd like to invite you to take a look at some of our People Success predictions for 2020 and beyond.
We've made diversity a priority here at Drift from day one and we want to hold ourselves accountable. So we are happy to announce the launch of the first edition of Drift's Diversity Report. We will continue to lean in on diversity to improve in all areas.
The Employee Experience: From Engagement to EnergyGlintInc
In times of change, the employee experience helps hold the company together. Whether it be changes to leadership, products, or culture, the employee experience is the one item that should remain constant and strong in order to keep employees engaged. In this research-based presentation, Josh Bersin, principal and founder, Bersin™, Deloitte Consulting LLP, will highlight the latest trends in the employee engagement market and explain why citizenship, purpose, meaningful work, and “energy, not just engagement” are the most important business strategies you have.
Managing Employee Engagement through Organizational ChangeTalentMap
Our experience in working with hundreds of organizations shows that undergoing significant organizational change does not mean that employee engagement has to suffer as a result. Managed well, organizational change can drive big improvements in engagement. Yes, improvements! In fact, one client very recently achieved a 16% improvement in employee engagement while undergoing significant change and restructuring. How?
Jack Welch, the legendary CEO of General Electric wrote "Winning" which gives a straightforward and pragmatic look at how to succeed in business. This is a summary of Jack Welch's business philosophy as given in his book "Winning" .
The #1 reason clients leave their CPAs is that they are receiving service instead of proactive advice. Tom will show how firms are exploring new value added services and position their practices for success in a rapidly changing world. He will discuss the major "shift change" and the trends shaping business today and give participants a framework to provide more proactive services and strategic advice and a plan to get started. But these services require new skills and approaches which is a big opportunity for firm HR and Learning Leaders.
Presentation to AGN International in San Diego #NARM16 for Managing Partners in MAP Track
#CultureCode The little red book of answers for HR managers Naomi Simson
This pocket size book gives you a quick glance as to why employee engagement is so important - and why happy people = happy profits.
After all it is okay to have fun at work.
When it comes to recruiting and keeping top talent, companies need to understand what potential employees value and create a company culture that appreciates all they have to offer. The following slides are tips and management tactics to help employers find and keep their “A players”.
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking soft skills.
to bring in such daring leaders from the shadow to broad daylight, we have come up with another interesting edition, “The 30 Most Daring CEOs in Business”.
Dispatches From The New Economy: The On-Demand Economy And The Future Of WorkIntuit Inc.
From delivery, transportation and household errands, to professional services and consulting, the on-demand economy is changing the way people consume goods and services. It is also changing the way people work. Intuit and Emergent Research forecast that the number of people working on-demand jobs will grow from 3.2 million Americans to 7.6 million by 2020. This is a once in a generation opportunity to empower the future of work and a new face of entrepreneurship.
Dispatches from the New Economy: The On-Demand Workforce provides a detailed analysis of the demographics, motivations and challenges of workers pursuing on-demand jobs. The data comes from a study from Intuit and Emergent Research that examined people working via eleven on-demand economy and online talent marketplace companies. Study participants included: Deliv, Field Nation, HourlyNerd, MBO Partners, OnForce, Uber, Upwork (formerly Elance-oDesk), Visually, Wonolo, and Work Market.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
CPA Australia interviewed more than 2000 small business owners across the Asia-Pacific region and found six common factors to business success. Learn more.
Dispatches From The New Economy: The Five Faces Of The On-Demand EconomyIntuit Inc.
From people determined to be their own boss, to those embracing the flexibility to do something they love, to workers finding a replacement for a traditional job – people working in the on-demand economy are just about as diverse as the labor market itself. A new report from Intuit Inc. and Emergent Research shows that there are a broad range of motivations – and differing levels of satisfaction – among five distinct groups of on-demand workers:
The Business Builders – primarily driven by the desire to be their own boss. They represent 22 percent of on-demand workers.
The Career Freelancers – happily building a career through independent work. They represent 20 percent of on-demand workers.
The Side Giggers – looking to find financial stability by supplementing existing income. They represent 26 percent of on-demand workers.
The Passionistas – looking for the flexibility to do something they love. They represent 18 percent of on-demand workers.
The Substituters – replacing a traditional job that is no longer available. They represent 14 percent of on-demand workers.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
Organizations have the opportunity to not only attract but enable tomorrow's workforce, and to do it better than everyone else. We'd like to invite you to take a look at some of our People Success predictions for 2020 and beyond.
We've made diversity a priority here at Drift from day one and we want to hold ourselves accountable. So we are happy to announce the launch of the first edition of Drift's Diversity Report. We will continue to lean in on diversity to improve in all areas.
The Employee Experience: From Engagement to EnergyGlintInc
In times of change, the employee experience helps hold the company together. Whether it be changes to leadership, products, or culture, the employee experience is the one item that should remain constant and strong in order to keep employees engaged. In this research-based presentation, Josh Bersin, principal and founder, Bersin™, Deloitte Consulting LLP, will highlight the latest trends in the employee engagement market and explain why citizenship, purpose, meaningful work, and “energy, not just engagement” are the most important business strategies you have.
Managing Employee Engagement through Organizational ChangeTalentMap
Our experience in working with hundreds of organizations shows that undergoing significant organizational change does not mean that employee engagement has to suffer as a result. Managed well, organizational change can drive big improvements in engagement. Yes, improvements! In fact, one client very recently achieved a 16% improvement in employee engagement while undergoing significant change and restructuring. How?
Jack Welch, the legendary CEO of General Electric wrote "Winning" which gives a straightforward and pragmatic look at how to succeed in business. This is a summary of Jack Welch's business philosophy as given in his book "Winning" .
The #1 reason clients leave their CPAs is that they are receiving service instead of proactive advice. Tom will show how firms are exploring new value added services and position their practices for success in a rapidly changing world. He will discuss the major "shift change" and the trends shaping business today and give participants a framework to provide more proactive services and strategic advice and a plan to get started. But these services require new skills and approaches which is a big opportunity for firm HR and Learning Leaders.
Presentation to AGN International in San Diego #NARM16 for Managing Partners in MAP Track
People Risks, Compliance Motivation and Culture Part 2 Ve 20090818Keryl Egan
Part 2 uses the hypothetical Blue Sky Bank to illustrate how Influencer methodology provides a framework for cultural change to achieve improved compliance motivation and corporate social responsibility.
In November 2009 Lander Associates held a Leadership Symposium which comprised of fourteen business professionals with a range of backgrounds: recruitment; HR; finance; academia and consultancy who met to exchange views on the challenges and opportunities posed by a new decade – and to share ideas on how to successfully manage those challenges and opportunities.
Lander Associates has produced a white paper detailing the challenges leaders face and looking forward to 2010 and beyond.
As a result of this symposium we developed a brand new suite of leadership courses which focus on the real skills needed by front line managers/team leaders post recession. We then partnered with Chartered Management Institute (CMI) to become an Approved Centre. This means we can now offer the only recruitment specific, international leadership qualification. Visit www.landerleadership.com to find out more.
Understanding barriers to youth entrepreneurship as a career choice for youth...Masum Hussain
People say this is the age of business as it is backed by sophisticated technologies, blessed by loads of relevant information. & in this business age the young people are leading from the front as entrepreneurs. Wherever you go from Silicon Valley to Middle East young talents are making significant marks in creating new businesses even sometime more efficiently than the older experienced people. Think of Mark Zukerbourgh, or Michael Yung, they are shaking the world with their innovational business ventures, & people like them are at speed in growing. Different studies provide proof that the young people are the greatest contributors in the arena of business.
Sylhet is a division & a major city of North Eastern area of Bangladesh. This city is rapidly growing than the other cities of this country because of her peoples increasing purchasing power as the area is booming with business projects, a lots of liquid money is in the hands of the peoples as a result of remittance provided by the people living abroad. As we know many people of this area lives in different wealthy country of the world mainly in the United Kingdom (as we know in London there is a town named ‘ Bangla Town’ mainly inhabited by the Sylheties) & middle east many families have enough money in hand almost all the time. Problem with the Sylheti’s is that though they have money they are not interested in investing them in the country for business purpose as most of them are risk averse , & do not know the ABC of business.
In this webinar, we look at our turnaround experience helping financially distressed NGOs over the past 10 years. Hear about past and current case studies (with permission of our clients) and learn about the top three factors that make a turnaround successful.
Turn Crisis Into Advantage By Effective Crisis ManagementRahat Kazmi
A "Must Watch" slide and you will learn how to not only control your crisis but change into your Advantage. Currently everyone is suffering from Financial Meltdown and I have given some tips to deal with situation.
12 Things Your People Won't Tell You They Need to SucceedChris Willis
Whether you call it process improvement, transformation, or integration … pretty much any successful enterprise performance initiative requires an artful blend of People, Process, and Technology.
Here are 12 things your people really need –- but probably won’t tell you –- throughout the rollout of your performance improvement initiative in order to weather disruptive change and speed their time to productivity.
An innovative approach to large-scale organisation change
• Understanding resistance to change and strategies for overcoming it
• Taking a socially responsible approach to downsizing
This was a great presentation at the HR Leaders Resources Summit 2013. It focused on a description of the approach taken to close an aluminium smelter in a socially responsible manner
From defensive to offensive growth during the pandemic generated by COVID-19Elena Badea
Mitigating the highest risks is crucial from an operational point of view as well as from a cash flow point of view. This is a continuous effort. Short-term liquidity and solvency actions are essential.
Brian activation, goal setting & millionair mindsetHor Hen
This Presentation will help you to Activate the Brain, With the Goal Setting Principle, Positive Thinking, as well as the Concept of Millionaire and Entrepreneurship.
Growing & Scaling Your SME - The 4 constraints preventing Your business from ...Roshan Thiran
These are the presentation slides which was presented by Roshan Thiran, founder & CEO of Leaderonomics, at the AmBankBizConference in Penang. You can also find a lot of write-ups by Roshan at www.leaderonomics.com, where he shares more details on the 4 constraints model and other leadership nuggets.
WOMEN WHO WORK IN ACCOUNTING AND FINANCE
HAVE MANY INSPIRATIONAL STORIES TO TELL.
THEY FOUGHT A LONG BATTLE TO BE ALLOWED TO JOIN
PROFESSIONAL ACCOUNTING ORGANISATIONS, BUT THESE
DAYS WOMEN COMPRISE NEARLY HALF THE MEMBERSHIP
OF CPA AUSTRALIA AND ARE REPRESENTED IN THE
PARTNERS’ MEETINGS, BOARDROOMS AND THROUGHOUT
GOVERNMENT ORGANISATIONS.
MANY ARE KEEN TO SHARE THEIR STORIES TO PROVIDE
ENCOURAGEMENT TO YOUNGER WOMEN.
READ ON TO BE INSPIRED BY THESE FEMALE BUSINESS LEADERS.
CFOs are the finance bridge between the operations, CEO and board of their organisation.
They need analytical skills to discover information and interpret what it means plus social skills to work with stakeholders so the organisation benefits from their insights.
In the Slideshare below, 10 leading CFOs share insights on the skills needed in the role and how they work with diverse groups of stakeholders.
Their tips include:
- how to work with colleagues and other stakeholders who don’t have a finance background
- finding new opportunities
- continuing to learn
- getting involved in change projects
- being realistic when driving change
View the Slideshare to learn more
Excel is more than spreadsheets. It can be used for data analysis and to transform numbers to graphics that can be used in presentations. That makes it a valuable tool for anyone in their finance career. Here are 9 handy demonstrations of how to use Excel better.
7 tips to keep your energy levels high at workCPA Australia
Want to feel more energy throughout your work day? Here are seven strategies to get you started on your own personal energy project.
Read more:
https://www.intheblack.com/articles/2017/09/01/7-work-energy-tips
8 tips to gain more from Microsoft Excel – Excel UpdateCPA Australia
Here you’ll find a collection of eight handy demonstrations on how to use excel better. Looking for more tips on Microsoft Excel? – visit our website: https://www.intheblack.com/
6 ways to create a good first impression and win the clientCPA Australia
The initial meeting with a potential client is where you want to make the right impact, but it’s also what you do before and after the meeting that can win their business. Take a read of these 6 ways to create a good first impression
Covering workplace gender equality, innovative start-ups and how to get ahead, here are a collection of articles on women, leadership and the workplace
In 2016, forward-thinking workplaces want to make it easier for employees to balance office live with personal life, with health and wellbeing set to become a major focus
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
2. Michael Blythe
Chief Economist and Managing Director of Economics, Commonwealth Bank of Australia
Economic insight: Risks and issues in the year ahead
Key points:
1. Australia needs to find new sources
of income and jobs.
2. Chinese growth sourced tipped to
grow by 7.4% in 2014.
3. More jobs in construction that have
been lost in mining.
4. China's middle class boom will help
Australia.
5. A modest righting cycle for early
2015 in interest rates.
3. Paul Broderick PSM
Chief Executive Officer and Commissioner, State Revenue Victoria
Change – it’s really not that hard!
Key points:
1.Make the case for change, ensure your people
understand the ‘Why’?
2. Don’t make too many changes at once.
3. The change must be supported by leaders.
4. Communication is not engagement, you need to
involve people in the change and bring them along with
you.
5. Culture is critical to success, your people need to have
trust and believe in the organisation.
6. Unleash the power of the informal leaders, identify the
people who can influence change in your organisation.
7. Speak to the individual and treat people with respect
and dignity.
4. Tom McLeod
Managing Consultant, McLeod Governance
Preventing corruption – lessons from the past 200 years
Key points:
1.Truth is the first casualty of corruption.
2. Every corruption investigation can not divorce
itself from politics.
3. External vigilance is the only answer to
corruption. There is no end point.
4. Corruption happens when people aren't held
accountable. Start the conversation early.
5. If you don't want people to be corrupt, talk to
them about the impact it will have on their
families.
5. Paul Looker CPA
Group Risk and Assurance Manager, SEEK
Risk management in a complex
commercial environment
Key points:
1. Change is constant and getting faster.
2. The pace of ‘big data’, technology, use of social
media and social consciousness won’t scale back -
so get on board!
3. Don’t talk to people about what might go wrong,
introduce risk management by asking “what must go
RIGHT?”
4. As finance professionals, we have many tools and
techniques at our disposal to manage risk.
5. We need to embrace new technologies but work
equally as hard on soft skills such as interpersonal
engagement, being aware of cultural issues, and so
on.
6. Lynette Nixon
Director, Deals Innovation, PwC
Practical guide to implementing an innovation program
Key points:
1. Change can be defined by the
acronym ‘VUCA’: Volatility. Uncertainty.
Complexity. Ambiguity.
2. How businesses adapt to the world
changing will determine their failure or
success.
3. We talk about people being our
biggest asset but don't use them to their
full potential.
4. Four steps to innovation using design
thinking: Discovery. Synthesis. Ideation
and Prototyping. Implementation.
5. Innovation is an outcome of great
choices in an organisation.
7. Nikole Gyles
Director - Technical Projects and Board Activities, Australian Accounting Standards Board
An accounting standard setting update: Forthcoming standards and major projects
Key points:
The Australian Accounting Standards Board is working on
several projects, including:
1.Leases.
2. Revenue from contracts with customers.
3. Financial Instruments.
4. Income from transactions of NFP entities.
5. Service performance reporting.
6. Service concession arrangements.
7. Addressing complexity in financial reporting.
The Australian Accounting Standards Board is working on
several projects, including:
1.Leases
2. Revenue from contracts with customers
3. Financial Instruments
4. Income from transactions of NFP entities
5. Service performance reporting
6. Service concession arrangements
7. Addressing complexity in Financial reporting
8. Gael McLennan CPA
Financial Planning and Analysis Lead, Microsoft Australia
Managing the shift to business partnering
Key points:
1. New business intelligence strategy:
‘Core finance’ means discipline at the core
and flexibility at the edge of the
organisation.
2. Success requires focus on three areas:
Integrated user interface. Reliable
information architecture. Powerful IT
infrastructure.
3. You need to have the resources
available to reach your goals.
4. Your people are the most important part
of the puzzle when it comes to succeeding.
5. Your organisation must continuously
evolve with the changing environment and
business needs.
9. Andrew Wilson CPA
Chief Financial Officer, Retail Zoo
Cash flow forecasting for effective decision making
Key points:
1. Daily cash flow reporting is essential, there are good cash flow forecasting and recording tools available
but human and manual input is also important
2. Build a cash flow psyche in the Finance team, have clearly defined roles, responsibilities and
accountabilities and regular meetings where you encourage the team to challenge, ask and discuss.
Visibility of your cash flow without looking at your bank account and a no surprises culture, when it comes
to reporting is essential.
3. Understand cash protection and identify any vulnerabilities. Work with your team to identify systems for
fraud detection and prevention.
4. Engage the broader business and be transparent with decision makers. Get buy in on your cash policies
and ensure internal controls are set. Have remuneration benefits tied to cash settlements not accounting
policies.
5. Good cash flow management gives you a competitive advantage and helps you to prosper in downtimes.
Don’t become a case study of poor cash flow management.
10. Christine Nixon APM
Deputy Chancellor, Monash University Chair, Monash College Pty Ltd and Chair, Good Shepherd Micro Finance
Leadership in focus
- To lead people you need to let them know you
believe they’re capable of success.
- Leaders are not born, they are made and developed
through experience. All of us can become leaders.
- You have to have resilience — sometimes you will
be knocked over and you need to pick yourself up.
- Bad systems can stop good people from
succeeding.
- Leadership is not about wealth, power or rank. It’s
about doing what is right.
- Leaders never have the right to believe they’re
better than others.
“If you’re a good leader and a good manager, you’ve got to
be focused on developing and encouraging people”
11. The changing face of the public sector CFO:
From provider to strategist
From provider to strategist
Key points:
1. Assess the effectiveness of the CFO
2. Transform from the top; support the re-engineering of business process
through demonstrated acceptance of change.
3. Adopt a client or citizen perspective when designing services to foster
greater collaborations across agencies.
Speakers: Shaun Condron FCPA, Chief Finance Officer, Department of Justice; Taryn Rulton, Chief Financial
Officer, Ambulance Victoria; Dennis Bastas, Assistant Director - Financial Operations, Department of
Transport, Planning and Local Infrastructure
12. Danny Davis
Principal Innovation Consultant, Vandis Advisory
Innovation aware governance and
the director’s role in innovation
Key points:
1. The complexity and velocity of change
in companies' competitive environments
are accelerating dramatically.
2. The most advanced organisations are
looking at striking a consistent rate of
innovation performance.
3. Today, 75-80% of companies' true risk
profile and value potential lies below the
surface and cannot be captured by
traditional financial analysis.
13. Sally Underwood
General Manager, Finance Shared Services, Telstra
Finance shared services – an exercise in resilience
Key points:
1. Change takes time. You need energy to sustain a long term change
2. Building Shares Services isn't always about cost cutting but business needs.
3. Shared services does not mean outsourcing
4. Shared services is about moving focus from value preservation to value creation.
5. Challenges to transformation: culture + capability + complexity
14. Richard Jamieson
Acting General Manager - Superannuation, Marketing and Direct, BT Financial Group
Humanity in big business – adopting a values based leadership approach
Key points:
Key points:
1. High turn over decreases retention of knowledge for
an organisation so it’s important to keep staff happy so
they want to stay.
2. You have to ‘care’ for your staff. Caring for others is
when helping someone does not provide you with
personal benefit.
3. If a staff member is really unhappy in an organisation
they have four options:
- Flight: Leave the organisation.
- Passive objector: Unhappy but put up with it
because they’re unwilling to object.
- Passionate objector: Object in a noisy way, but
not willing to quit or impact change.
- Passionate agent of change: Can’t control
culture but can influence it.
15. Tim Orton
Managing Director, NOUS Group
Tackling the big challenges facing the public sector
Key points:
1.The public sector is facing a range of
international, national, economic and
social challenges.
2. The public service needs to be more
focused on what it can deliver.
3. The public sector needs to collaborate
with NGOs and businesses.
4. Technology is a huge opportunity for
the public sector but it needs more
investment.
4. Government needs to think more long
term rather than having a short term
vision.
16. Chris Skelton
Partner, BDO
How to get the most out of your auditor
Key points:
1. Insist on getting the audit plan early so
the risks of material misstatement can be
confirmed with the committee or board.
2. Get an understanding of what the
auditor is likely to test and prepare the
documents.
3. Use the audit as a mutual learning
experience.
4. Have more meaningful communication
and seek communication outside of the
audit periods.
17. John Chandler
Chief Executive Officer, Toyota Finance Australia
What the CEO wants from the CFO and finance team
Key points:
Key points:
1. The finance department has to be fully
engaged with the company, rather than working
separately.
2. It's not always about continuous
improvement, but taking a leap.
3. Most of the answers to the problems are
already in team, we just need to ask.
4. CEOs and CFOs who fail to grow trust within
their teams, will ultimately fail in today's
aggressive business environment.
5. Every member of the team is connected to
the customer and there are tangible outcomes.
18. Murray Altham
Creator, Peak Performance Bubble
Discover the best of yourself:
Choose excellent health
Key points:
1.Picture yourself in 10 years’ time. What kind of shape do you
want to be in? What kind of life do you want to be living? Plan to
make this happen. Its only 120 months away.
2. We spend more time in front of a screen than we do sleeping.
Sitting is the new smoking. Every hour of TV from age 25 = 20
mins off your life expectancy.
3. If food can go bad it is not good for you. If food can go bad, it
is generally good for you. Stick as close to nature as you can
when choosing foods.
4. What to do now: Make a plan for your health. Plan meals and
snacks. Have a movement & strength strategy. Read or listen
about health every day. Look after number one.
5. Some good habits to make: Have a glass of water in the
morning. Pack healthy snacks for work. Before turning on the
TV, take a 20 minute walk.
19. Dr Andreas Weigend
Former Chief Scientist, Amazon and Founder, Social Data Lab (USA)
Big data for big decisions
Key points:
1. Every decision you make leaves
data.
2. The value of data equals the impact
of decisions.
3. What matters is not counting the data
but what you do with the data.
4. Start with a question not with the
data.
5. In 2000, the market was
conversation. In 2014, conversations
are the market.
20. Stay tuned for the
Day Two Wrap Up
tomorrow at
cpaaustralia.com.au