Presentation led by David Gurteen from Gurteen Knowledge within the 'Individual' stream of the World Class theme at the APM Project Management Conference 2016
Lean Leadership for Executives: Initial findings from LGN Research by David Brunt shown at the Lean Summit 2012 - Learning - Educating - Sharing on 27/28 November
Learn how to build an agile culture by using dedicated leadership and change management to reduce resistance, increase engagement and achieve sustainable adoption.
Developing Project Management Leadership,
It just doesn't happen, it takes planning, it takes devotion and above all it takes people care.
See how to:
Define the core competencies of an effective Project Manger/Project Leader
Introduce ideas and techniques that will assist the Project Leader in enhancing the capabilities of the entire Project team
Provide a framework for developing a personal leadership development plan
Promote teamwork and collaborative leadership
Day in the life of a Capability Manager - CapabilityCafe WebinarLearningCafe
Capability has become a very popular term in management. A search on Seek.com.au on the term “Capability” turned up over 8000 jobs in Australia including Learning and Capability Manager, Capability Development Lead, Capability and Culture Consultant and many more.
Our research indicates that while “Capability” is a popular term, it means different things and seems to encompass many different outcomes and job roles.
So who is a Capability Management Professional and what do they do? Join us as we talk to an experienced panel who are trying to shape Capability Management in their organisations. We also present CapabilityCafe’s own view on what encompasses this increasingly important function in achieving business results.
Presentation led by David Gurteen from Gurteen Knowledge within the 'Individual' stream of the World Class theme at the APM Project Management Conference 2016
Lean Leadership for Executives: Initial findings from LGN Research by David Brunt shown at the Lean Summit 2012 - Learning - Educating - Sharing on 27/28 November
Learn how to build an agile culture by using dedicated leadership and change management to reduce resistance, increase engagement and achieve sustainable adoption.
Developing Project Management Leadership,
It just doesn't happen, it takes planning, it takes devotion and above all it takes people care.
See how to:
Define the core competencies of an effective Project Manger/Project Leader
Introduce ideas and techniques that will assist the Project Leader in enhancing the capabilities of the entire Project team
Provide a framework for developing a personal leadership development plan
Promote teamwork and collaborative leadership
Day in the life of a Capability Manager - CapabilityCafe WebinarLearningCafe
Capability has become a very popular term in management. A search on Seek.com.au on the term “Capability” turned up over 8000 jobs in Australia including Learning and Capability Manager, Capability Development Lead, Capability and Culture Consultant and many more.
Our research indicates that while “Capability” is a popular term, it means different things and seems to encompass many different outcomes and job roles.
So who is a Capability Management Professional and what do they do? Join us as we talk to an experienced panel who are trying to shape Capability Management in their organisations. We also present CapabilityCafe’s own view on what encompasses this increasingly important function in achieving business results.
Agile HR Community Meetup London 17th July 2019Natal Dank
Step inside the Agile HR success story, Beyond, and explore how treating your culture as a product can elevate your business into top 100 company status. The Agile HR Meetup is a vital learning global network for Human Resources (HR), Learning and Development (L&D), Agile and, People and Culture professionals, on a mission to innovate HR and transform the profession for the future of work. Join us and help shape the discussion at the Agile HR Community - www.agilehrcommunity.com
Description of Project Leadership, Project Team Definition, Project Leadership Styles, Difference between Management and Leadership, Skills for Project Leadership, Research and Analysis, Democratic style, Presetting style, Conflict management, Proposing changes
Leadership Intelligence in Project Management TrueventusTrue Ventus
This is a hands-on course delivered by an internationally recognized expert in project management and practicing project manager who specializes in the challenged and critical projects. In this course you will learn about your own communication style, behavioral style and how your thinking is influencing the project to better deal with the technical and people challenges of running projects.
www.trueventusnews.com
ODE Consulting helps leaders master critical global leadership and cross-cultural competencies.
With the use of our unique tool, “Culture in the Workplace QuestionnaireTM ” (CWQTM), participants uncover in-depth insights of cultural preferences at an individual and team level.
GTM Solutions - handout webinar Feb 2015 Jussara Nunes P and Sjaak PappeHofstede Insights
Handout of the webinar which main aim was to introduce topics for a deeper understanding of what must be considered to successfully assign and develop a person to and in a multicultural position.
Agile India 2016: Agile HR – Your Secret to Enterprise AgilityFabiola Eyholzer
Bangalore, India | Mar-17-2016
Inspired, empowered, and engaged people are the heart and soul of Agile – and HR.
Transforming your organization into an agile enterprise is no small deed. And it does not matter where you are on your way towards embracing agility on all levels. There will be a time when you need to align your people solutions with the mindset and demands of agile people and organizations.
We will talk about how to turn your Human Resources into Agile People Operations and boost your agility.
Join this session to
– gain valuable insights into the world of Human Resource Management
– recognize the impact of Agile HR practices through stories and examples
– discover why Agile needs HR and vice versa
– learn about People solutions in Agile Enterprises
There's so much said and written about VUCA. Agility, Innovation, DIsruption, Flexibility, Adaptability et all...but very few people talk about the fundamentals of what it takes to create a VUCA-ready, Agile Organization. Check out this overview which was presented at a Webinar for University at Buffalo Alumni Association
Human Resources. A sweet and sour contribution to the agile journey in big organizations
HR is usually the owner of processes and tools related to people and their growth: these tools should not just align with the agile transformation but act as enabler for it. Easier said than done.
Both in big and small companies, we’ve seen different scenarios: from cases where HR was not directly involved in the transformation (and chasing afterwards what was happening) to cases where it is leading the change, but sometimes struggles to challenge its own status quo. The impact is big, both in positive and negative terms.
Which practices can HR adopt and promote to become an effective agent of change during an Agile transformation?
Technology Capabilities – How to Build on Shifting SandsLearningCafe
Technology has become a critical component of most business including traditional industries with processes and transactions being digitised. Information Technology is also one of the fastest changing landscapes, which poses a challenge for Learning and Capability Management professionals who try ensure that the organisations has the required skills.
Make L&D Count - Shape a strong business case for L&DAlexandra Lederer
Workshop at Forward Government Learning Conference, July 2016 - Canberra, Australia
How often have we heard "demonstrate me the value of L&D"? or "the L&D budget will be cut this year" or seen little or inappropriate staffing levels in L&D?
Based on lessons learnt from experiences in large, mid-sized and start-up private organisations, the objective of this workshop is to take you through a pragmatic journey to shape a strong business case for your L&D.
By the end of the session you will have acquired hands-on processes and tools to help you:
- Assess the critical knowledge issues of your organisation and how to address them
- Get buy-in from stakeholders to support and sponsor your L&D strategy
- Measure and demonstrate the ROI of your learning initiatives
adding value to the organization through creativity, innovation, knowledge, and skills. along with the case study of the whirlpool: redefining innovation.
Agile HR Community Meetup London 17th July 2019Natal Dank
Step inside the Agile HR success story, Beyond, and explore how treating your culture as a product can elevate your business into top 100 company status. The Agile HR Meetup is a vital learning global network for Human Resources (HR), Learning and Development (L&D), Agile and, People and Culture professionals, on a mission to innovate HR and transform the profession for the future of work. Join us and help shape the discussion at the Agile HR Community - www.agilehrcommunity.com
Description of Project Leadership, Project Team Definition, Project Leadership Styles, Difference between Management and Leadership, Skills for Project Leadership, Research and Analysis, Democratic style, Presetting style, Conflict management, Proposing changes
Leadership Intelligence in Project Management TrueventusTrue Ventus
This is a hands-on course delivered by an internationally recognized expert in project management and practicing project manager who specializes in the challenged and critical projects. In this course you will learn about your own communication style, behavioral style and how your thinking is influencing the project to better deal with the technical and people challenges of running projects.
www.trueventusnews.com
ODE Consulting helps leaders master critical global leadership and cross-cultural competencies.
With the use of our unique tool, “Culture in the Workplace QuestionnaireTM ” (CWQTM), participants uncover in-depth insights of cultural preferences at an individual and team level.
GTM Solutions - handout webinar Feb 2015 Jussara Nunes P and Sjaak PappeHofstede Insights
Handout of the webinar which main aim was to introduce topics for a deeper understanding of what must be considered to successfully assign and develop a person to and in a multicultural position.
Agile India 2016: Agile HR – Your Secret to Enterprise AgilityFabiola Eyholzer
Bangalore, India | Mar-17-2016
Inspired, empowered, and engaged people are the heart and soul of Agile – and HR.
Transforming your organization into an agile enterprise is no small deed. And it does not matter where you are on your way towards embracing agility on all levels. There will be a time when you need to align your people solutions with the mindset and demands of agile people and organizations.
We will talk about how to turn your Human Resources into Agile People Operations and boost your agility.
Join this session to
– gain valuable insights into the world of Human Resource Management
– recognize the impact of Agile HR practices through stories and examples
– discover why Agile needs HR and vice versa
– learn about People solutions in Agile Enterprises
There's so much said and written about VUCA. Agility, Innovation, DIsruption, Flexibility, Adaptability et all...but very few people talk about the fundamentals of what it takes to create a VUCA-ready, Agile Organization. Check out this overview which was presented at a Webinar for University at Buffalo Alumni Association
Human Resources. A sweet and sour contribution to the agile journey in big organizations
HR is usually the owner of processes and tools related to people and their growth: these tools should not just align with the agile transformation but act as enabler for it. Easier said than done.
Both in big and small companies, we’ve seen different scenarios: from cases where HR was not directly involved in the transformation (and chasing afterwards what was happening) to cases where it is leading the change, but sometimes struggles to challenge its own status quo. The impact is big, both in positive and negative terms.
Which practices can HR adopt and promote to become an effective agent of change during an Agile transformation?
Technology Capabilities – How to Build on Shifting SandsLearningCafe
Technology has become a critical component of most business including traditional industries with processes and transactions being digitised. Information Technology is also one of the fastest changing landscapes, which poses a challenge for Learning and Capability Management professionals who try ensure that the organisations has the required skills.
Make L&D Count - Shape a strong business case for L&DAlexandra Lederer
Workshop at Forward Government Learning Conference, July 2016 - Canberra, Australia
How often have we heard "demonstrate me the value of L&D"? or "the L&D budget will be cut this year" or seen little or inappropriate staffing levels in L&D?
Based on lessons learnt from experiences in large, mid-sized and start-up private organisations, the objective of this workshop is to take you through a pragmatic journey to shape a strong business case for your L&D.
By the end of the session you will have acquired hands-on processes and tools to help you:
- Assess the critical knowledge issues of your organisation and how to address them
- Get buy-in from stakeholders to support and sponsor your L&D strategy
- Measure and demonstrate the ROI of your learning initiatives
adding value to the organization through creativity, innovation, knowledge, and skills. along with the case study of the whirlpool: redefining innovation.
Change Better Change, Creating a Change Capable Organisation. 16 June 2015Catherine Smithson
Presentation on how to build enterprise Change Management capabilities, delivered to the Change Management Institute, Canberra, by Catherine Smithson, Being Human June 16 2015.
Scaling Company Values - Twilio - TechWeek 2012Twilio Inc
Scaling the culture and values of your business is hard. Jeff shares some tips and thoughts on how Twilio actively worked to keep the culture alive through rapid growth from 5 people to over 100 in the past 2 years.
Organisation Development Models is a critical topic in Human Resource Development. Topics such as Basics of OD, Intervention Methods and the role of HR in OD is mentioned in these slides. Have Fun!!!
Mastering the Mindset of World Class Service in Your Medical PracticePeggy Wynne Borgman
Trying to elevate service levels in a medical practice requires an understanding of the three keys to delivering world class service. Creating a hospitality culture within health care can only happen when each element of excellent customer service is mastered. This overview will help you create a more satisfying patient experience, as well as improving employee retention and performance.
To succeed, you need to innovate VALUE.
To survive, you need to maximise PROFIT.
To sustain, you need to empower PEOPLE.
Let Morphos be your partner for change and create a sustainable high-performing business!
Call us at (+65) 6749 5850 or email Louis at louis@morphos-intl.com
Engage, Communicate & Act: Getting the most from your TeamSean Fletcher
This whitepaper provides an overview of the Engagement Diamond and the Cycle of Engagement as the key mechanisms to engage, communicate and act to get more from your team, branch, department, organisation or board
This document describes the behaviours essential for
effective performance at SODEI and are key to achieving
results now, and in the future - playing a fundamental role in
helping us deliver our strategy. Together with behavioural
indicators, they underpin our people strategy and define
how we approach our work through our skills, knowledge and
experience in the most effective way possible.
These slides compliment the webinar titled "People Culture - Whats it all about" presented by Paul Addy from Positive People HR.
Withing the webinar, Paul explores:
* What company culture is and how to better define it
* Articulating what the drivers of an engaged team are
* Some of the tools available to measure your employee engagement and your people culture
To listen to the full webinar recording, please visit http://shorebird-rpo.com/free-webinars/item/people-culture-whats-it-all-about
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.
IPDC Training - Leadership Skills for Managing Greater Business PerformanceIPDC Training Institute
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resources
APM webinar hosted by the Scotland Network on 14 May 2024.
Speakers: Chris Drysdale and Peter Huggett
An interactive session discussing how Project Managers can identify mental health symptoms, provide tools to help themselves and others, plus also increase the capabilities of the Project Management function. This webinar was held on 14 May 2024.
The covid-19 pandemic led to concerns about a worsening of mental health & wellbeing across the world and increased awareness in both society and the workplace. This webinar looks to advise the benefits of having a Mental Health First Aid function in the workplace whilst also providing tools and techniques that can be readily used and applied to yourself and colleagues. Additionally, there are wider benefits to Project Management which will be proposed and discussed.
Making communications land - Are they received and understood as intended? webinar
Thursday 2 May 2024
A joint webinar created by the APM Enabling Change and APM People Interest Networks, this is the third of our three part series on Making Communications Land.
presented by
Ian Cribbes, Director, IMC&T Ltd
@cribbesheet
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/making-communications-land-are-they-received-and-understood-as-intended-webinar/
Content description:
How do we ensure that what we have communicated was received and understood as we intended and how do we course correct if it has not.
APM Welcome
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Professor Adam Boddison OBE, Chief Executive Officer, APM
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
APM welcome from CEO
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Projecting for the Future: Harmonising Energy and Environment
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Graham Winch, Professor of Project Management, Alliance Manchester Business School
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
APM launched Projecting the Future in June 2019 to debate the challenges and opportunities for the profession, building on the 2017 Future of Project Management exercise conducted by Arup and University College London. This presentation provides the initial results from this third phase of reflection on the future of our profession.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
New to Nuclear - Transition into nuclear from other sectors
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Elaine Falconer, Head of Profession for Project Management, Jacobs
and
Karen Williams, Project Manager, Jacobs
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
In this session, Jacobs shared insights and learning from its ‘New to Nuclear’ programme designed to support mid-career and lateral entrants whose existing skills and expertise can be utilised in the nuclear sector.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Tell us what to do, not how to do it
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Alan Livingstone, Project Delivery Lead, UK&I Water Sector, Stantec
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
How the Stantec Project Management Framework provides our PMs with the flexibility to deliver projects of varying complexity, across a variety of different sectors, within a Global Organisation.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
The Future is Fractional
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Karen Frith, Founder & Managing Partner, Greenlight Partners
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
Discovering the transformational impact of working with fractional experts. Learning how businesses and professionals are embracing fractional roles and how they’re redefining work structures for optimal agility and efficiency.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Lessons learned across projects
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Barney Harle, Head of Major Projects, Manchester City Council
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
What are my key takeaways from working on a vast array of projects including the recent 30+ low carbon and decarbonisation schemes at Manchester City Council?
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Agile Adaptability: Navigating Project Management in a Dynamic World
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Nathan Lumb, Partners Project Manager, GEIC
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
This presentation delved into the vital role adaptability plays in modern project management.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Inclusive Practices in Project Management: Leveraging Digital Frameworks for Diverse Minds
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Caroline Keep, PhD researcher Digitization in Education Organisation, University of Central Lancaster
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
This talk aimed to provide actionable insights and strategies for embedding inclusivity into the fabric of project management, thereby unlocking the new dimensions of productivity and innovation in the digital sphere.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Leadership - the project professionals secret weapon
Wednesday 24 April 2024
APM East of England Network
Presented by:
Chris MacLeod
Keep up to date with the APM East of England Network:
https://www.apm.org.uk/community/east-of-england-network/
Content description:
“I’m a Project Manager”.
That’s often what we tell family, friends and peers when asked what we do. But is it really a fair description? It may well be our role title, but it probably doesn’t convey a lot of what we actually do.
This presentation and discussion is about going beyond the frameworks, processes and stereotypes associated with project management and exploring the leadership roles we all in fact perform.
“I provide leadership focused on delivering projects and change for organisations”
APM Project Management Awards - Hints and tips for a winning award entry webinar
Thursday 18 April 2024
The APM Awards overview and the resources of this webinar:
https://www.apm.org.uk/apm-awards/
Content description:
Ahead of the APM Awards 2024, find out from our expert panel what elements make a winning APM Award entry.
Learn how to choose the category best suited to you or your company.
Answers provided to those all-important questions:
-What importance does the criteria hold?
-What are the judging panel looking for?
-How should I structure my entry?
-What additional evidence is acceptable?
-What will give my entry an edge?
X hashtag: #APMawards
The Vyrnwy Aqueduct Modernisation Programme webinar
Wednesday 17 April 2024
APM North West Network
Presented by:
Katie Rowlands
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/the-vyrnwy-aqueduct-modernisation-programme-webinar/
Content description:
Spotlight on the Vyrnwy Aqueduct Modernisation Programme and the challenges facing a large project within Cheshire.
The Vyrnwy Aqueduct Modernisation Programme is one of United Utilities largest projects focused on the modernisation of three 42” aqueducts that carry clean drinking water across the North West.
This webinar covered the Vyrnwy project and an insight into the project challenges that face a live project within the Cheshire area.
APM event hosted by the London Network on 10 April 2024.
Speaker: Nick Fewings, MD of Ngagementworks
In March 2022, Nick Fewings, Ngagementworks, MD of Ngagementworks, published Team Lead Succeed, based on his 30+years of both leading operational and project teams, and subsequently facilitating team development around the world.
It has become a best seller, with a 96% 5-star review rating, and has been read on 5 of the 7 continents.
In this interactive session, Nick will share learning from Team Lead Succeed that can be applied immediately and make a positive difference to your teamwork.
Nick will share the importance of knowing both WHO is in your team and also HOW effective your teamwork is.
Only 10% of teams achieve high-performance, with 50% being average and 40% dysfunctional.
In this session, delivered by award-winning conference speaker Nick Fewings, and author of best-seller Team Lead Succeed, Nick will share his 30+ years of leading teams and facilitating team development.
Nick has profiled 1,000 of individuals and worked with 100s of teams.
Those attending will benefit from understanding;
Why many projects fail to achieve their goals.
Not relying on just measuring KPIs.
The importance of knowing WHO is in your team, both from a behavioural and technical skills aspect.
The 16 areas of high-performance teamwork, and their importance.
https://www.apm.org.uk/news/team-lead-succeed-helping-you-and-your-team-achieve-high-performance-teamwork-2/
Currently Knowledge Transfer Subject Matter Expert (Commercial) in the UKDT PMO on the Peru Reconstruction Plan. Stuart has more than 25 years’ track record of commercial and contract management experience working across both public and private sector projects, as well as more than 20 years’ experience in the development and delivery of professional training. As well as working for Gleeds in the UK and Peru, Stuart has also worked in China for Gleeds and has supported people development in Gleeds’ offices in Egypt and Poland. Stuart has been well placed to support the adoption of the NEC and UK Cost Management best practice in Peru – he was Chair of the RICS New Rules of Measurement (NRM) initiative and was heavily involved in the creation of the RICS Black Book Guidance (best practice in cost management).
APM event hosted by the Midlands Network on 11 April 2024.
Speaker: Carole Osterweil
Data is power. AI changes everything.
If the claims about both are true, how can we ensure we use data and AI well? And what does it mean for the very things which make us human - our feelings?
In this workshop Carole will draw on material from her ground-breaking book, Neuroscience for Project Success: why people behave as they do to answer both questions.
“We like to think our decision making is completely rational. However, once there's an element of uncertainty, conscious assessments are only part of the story. Two other inputs, both subconscious and driven by our innate need to survive, have a big impact.
One, automatic reactions driven by cognitive biases, gets plenty of airtime.
The other input, our raw visceral emotions might be scary to talk about and less understood - but that’s not a reason to pretend they don’t exist!”
This interactive workshop will draw on material from Carole’s book, Neuroscience for Project Success: why people behave as they do, published by APM in 2022.
You’ll come away with:
a clear understanding of how the human brain works.
a framework that:
explains ‘why people behave as they do’.
makes it easier to talk about feelings in a matter-of-fact way (so that they become part of your conscious data set)
new insights into yourself and your projects in a world that’s often characterised by stress and disorder.
Act on these insights and you’ll see the impact - on your teams and stakeholders, your decisions about how to use data and AI, and ultimately your project outcomes.
AI in the project profession: examples of current use and roadmaps to adoption webinar
Wednesday 27 March 2024
Association for Project Management
Speaker panel:
Andy Murray, James White, James Garner, Karina Singh and Alex Robertson
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/ai-in-the-project-profession-examples-of-current-use-and-roadmaps-to-adoption-webinar/
Content description:
Disruptive technology and accelerating change is the now the norm within business. Advancements that feel relatively recent are already becoming embedded into business-as-usual activity. AI is one such advancement; it is already being used and having real-world impacts across the project profession.
To help P3M professionals understand the implications of this change, APM invited representatives from organisations that have introduced or are preparing to introduce AI into their project workstreams, to explain their approach and share their insight with fellow professionals.
This webinar on explored how AI is currently being used in project and programme management, and how organisations are gearing up for its adoption.
Katharine works for WRAP which is a climate action NGO working in more than 40 countries around the globe to tackle the causes of the climate crisis and give the planet a sustainable future. In this session, you will learn about WRAP’s plastics programme and how sustainability has been incorporated as a core value in delivery of the programme, with the aim of inspiring the audience to take action in their own work.
Kai-Fu Lee predicted that AI would change the world more than anything in the history of humanity – even electricity. It would disrupt how we live and work, how we operate our businesses, the core products and services on offer and the way in which we build technology.
However, in 2024 the impact of AI can no longer be discussed in future tense. With Microsoft copilot now publicly available, the change is already upon us. There is no consultation period or ‘unsubscribe’ button.
Project management professionals are likely to be asked to manage AI projects - and we are expected to skilfully use AI in our daily work lives. While overwhelming, this is not the first time we’ve had to adapt.
Sarah helps her audience sharpen their cutting-edge skills by answering:
What do I need to know about AI right now?
If I’m asked to work on an AI project, what techniques do I need to be successful?
Where do I start my own learning journey to upskill and prepare?
Sarah’s expertise in advanced agile and experience in highly regulated Finance environments give her a unique perspective into balancing governance with technical innovation. She uses her own experience building an AI solution in 2023 to share practical, widely applicable concepts in an “AI for project managers” 101 style session.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...
Creating world class organisations through great people strategies
1. Creating world class organisations
through great people strategies
Michele Owens Chartered FCIPD
Owens HR Consulting Ltd
2. It’s all about people! Let’s explore…
• What people strategies were used by the Olympic Delivery
Authority (ODA) to deliver success
• How to create leadership and belief cultures that show high
performance and concern for people go hand in glove
• Why building manager capability through tailored learning and
coaching really can engage people and transform organisations
• How small things make a big difference – some quick wins!
3. Olympic Delivery Authority (ODA)
Responsible for developing and constructing the venues and infrastructure for
the London 2012 Olympic and Paralympic Games on time, on budget and in a
manner that leaves a legacy for the UK
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4. ODA Workforce Numbers
Construction Workforce Numbers (Total over 46,000)
• ODA – ‘Intelligent client’ (staff 200 - 400)
• CLM - Delivery Partner (staff 400 – 800)
• Construction workforce (Max 12,500 on Park/Village)
• Construction workforce (Total over 46,000)
Games Operations Workforce Numbers (Total over 9,000)
• Park operations FM (500 on site – 2,500 total accreditation)
• Transport operations (6,000 plus under ODA Games-time control)
• Advertising + Trading regulations enforcement (circa 300)
5. Critical Business Challenges
• Time, cost and quality
• Public accountability and scrutiny
• One of the largest and most complex projects with multiple
stakeholders/ supply chain management
• Managing successfully different organisational phases
• Partnership working and cooperation critical
• Must attract and retain high calibre staff for finite period
• Delivering consistent high performance in a high-pressure
environment
Critical
Business
Challenges
6. The People Challenge
• Create the vision and live the
values
• Channel the behaviours and
mind set
• Create and sustain a high
performance culture
• Embed the People Strategy
• Create flex in all Organisation
Development initiatives
• Drive constant change in real
time
• Be proportionate and fit for
purpose
• Build great leadership and
partnership working
• Enable organisational and
individual growth
• Engage employees at all
times
7. The Approach: People Centric
Put people at the heart of everything
Inspire, Engage, Motivate, Develop, Listen
9. People Strategy – making it live!
• Endorsed by the top team
• Focused leaders on a framework to manage and align
business and people issues
• Allowed managers and HR to understand business challenges
and decide changing priorities
• Helped HR to decide strategies required in all phases of the
business life cycle
• Kept it current and aligned to business changes
• Everything HR delivered was linked to Strategy
• Tracked progress against strategy and communicated it to all
10. Recruit, induct, embed
Strategies
To secure the right talent and help new joiners to perform early we will:
1. Align sourcing plans with workforce plans
2. Build a clear and realistic employer brand and employee proposition
3. Deliver flexibility in sourcing to meet resource requirements
4. Recruit for behaviour and cultural-fit as well as skills
5. Establish an effective induction for each new joiner
6. Monitor the way we recruit, induct and embed people
7. Source in an open and inclusive way
Business
Drivers
HR Principle
We get the right people at the
right time, engaged and
performing at high levels
quickly
• Need to get high calibre people
into the business quickly
• Source for ‘right fit’: skills and
cultural / behavioural fit
• Need to get new joiners engaged
and performing at high levels
11. Organisation and Team Effectiveness
Strategies
1. Motivate teams to do their best
2. Build and maintain strong manager – employee relationships
3. Create joint working with different teams
4. Have great decision making processes
5. Help external organisations work well with our teams
6. Help teams learn all the time
7. Create a culture of organisational learning and sharing
Business
Drivers
HR Principle
Create very effective
organisation structures and
support team working
• Sustain high performance
• Ongoing need to reshape
organisation structure
• Manage multiple and complex
organisational interfaces
12. Leadership, Vision and Values
Strategies
To make our vision and values meaningful to the work of each person in
the ODA we will:
1. Agree a core vision and values
2. Bring our vision and values to life
3. Ensure that decisions are taken with confidence
4. Create leadership that shows high performance and concern for
people go together
5. Enable our leaders to act with a strategic overview
6. Provide leadership to our suppliers
Business
Drivers
HR Principle
Our vision and the values we stand
for guide the way we work and help
us to build effective leadership to
drive successful delivery
• Core values to be demonstrated across
all organisations involved in delivering
the 2012 Olympics
• Reputation linked to vision & values
• Strong and unified leadership needed
• Internal and external leadership
13. Culture, Vision and Values
• Needs to be owned and led by senior team and cascaded to all
• Single shared Vision across the whole organisation
• All people strategies and initiatives need to feed into it
• Measure individual ownership via performance reviews; make it
really count
• Need to keep it simple but inspiring – don’t overwork it!
• Messages reinforced at every opportunity
14. People ‘tools’
• Culture, vision and values
• People Strategy and
proportionate people policies
• Organisation design
• Change capability tools
• Organisation learning aligned
to business drivers
• Performance management
• Talent management
• Employee engagement
• Communication channels
• Health and wellbeing
initiatives
• Career transition
16. Managing for high performance
Business Drivers:
• Deliver and sustain high performance
• Time, cost and quality are critical
• Must focus high calibre talent on results
Strategies
• Set individual performance expectations aligned to business goals
• Give clarity about roles and deliverables
• Regularly review individual performance so expectations are kept fresh
• Build manager capability to hold effective coaching conversations
• Address poor or under performance swiftly and decisively
• Create an environment that recognises high performance
17. Wellbeing and Engagement
Business Drivers
• Require high performance at all times
• Organisation needs committed, engaged people who will give extra effort
• Need high levels of employee engagement, motivation and commitment
Strategies
• Be clear about what is expected from each person
• Create good communication links through managers
• Allow everyone to share their views
• Create a ‘healthy’, high performing work place that supports all
employees
• Deliver a great health and wellbeing programme
• Understand and recognise the views and needs of suppliers
18. Holistic approach to wellbeing
Build ‘joined up’ initiatives, align delivery with organisational
phases and individual needs
Tools
• Performance management
• Personal development
• Health and wellbeing programmes
• Management of change
• Engagement initiatives
• Link to behaviours and culture
Activities
• Wellbeing Weeks
• Gym subscription
• Medicals for staff
• Personal coaching
• Specific programmes aligned to
organisation phases
• Hotlines
• Workshops on ‘hot topics’e.g.
stress management
19. High Performance and concern for people aligned
= ODA Health & Safety
• No fatalities
• 30 periods of one million hours worked without reportable injury
• Exceptional record recognised by various awards
• British Safety Council Sword of Honour (2010)
• RoSPA Diamond JubileeAward most outstanding Health + Safety
performance in the Queen’s reign (2012)
20. Building manager capability through tailored learning and
coaching really engages people and transforms
organisations
• Link to needs of organisation & future career of individual
• Reflect time constraints
• Self and team learning
• Clear focus on change capability
• Build ahead of when skills and knowledge are needed
• Tailor leadership programmes
• Make coaching an integral part of organisation development
• All learning should reinforce high performance mindset
Individual owns their development... guided by others!
21. Leadership and management capability?
Being…
• Truly savvy about business, people and relationships
• Great at ‘plugging into’ the business
• Aligned to and a driver of the organisation culture
• Knowledgeable about economic, political and social trends
• Ambitious for people and the organisation
• Creative, innovative, challenging and realistic
• Purposeful, focussed, resolute but not inflexible
• Vocal in using their voice - makes it count
• A leader of change
• Superb at engaging
And …
22. Blended solution to building management capability
• Facilitated Workshops
• Coaching and Mentoring
• Knowledge Nuggets
• Tailored Leadership Programme
• Individual Training Programmes
• 360 Feedback
• Career Transition
23. Coaching & Mentoring
• Establish need and understand business context
• Get senior team on board first so they spread the word about
success
• Reflect business and people challenges in coaching
programme
• Dovetail coaching with other interventions
• Embed a detailed coach / coachee selection process
• Minimise ‘set headers’ for discussion
• Individually tailor it... with a persuasive hand!
• Mentoring: blend internal and external mentoring
• Light touch evaluation: use success stories as a guide
24. Coaching and mentoring really matters!
• Bedrock of the ODA’s organisational learning, change and
wellbeing programmes
• It had real impact on the delivery of the ODA’s business goals
• It can build leadership & change capability at all levels
• Engages people on a personal level and they feel invested in
• It is a key tool for driving organisation change... ahead of when
needed!
• Can be used to flush out issues early and manage them
• Needs effort and championing from the top
http://learninglegacy.independent.gov.uk/documents/pdfs/programme-organisation-and-project-
management/426401-2012-ll-organisation-learning-oda-tagged.pdf
25. Small things make a big difference- quick wins!
• Organisational culture and accountability for behaviours are
vital, so start there
• Get the key executives to lead the way on people management
and keep it that way!
• Create a People Strategy to direct the organisation at all times
• Align people activities to business goals and milestones
• Be very savvy about organisation transformation
• Pull different levers and keep changing the gears!
• Relationship management should be very high on the agenda
26. Small things make a big difference- quick wins
• Build strong leadership & change capability at all levels
• Focus on key people priorities and deliver on them
• Tailor and personalise the HR service to the max
• Have high expectations for the organisation and people
• Be confident and have belief there is a way… you will find it!
• Be very flexible – it was all only a plan
• Only measure what matters!
Communication? Just be great at it!
27. Excerpt from Learning Legacy paper
(Imperial College Business School, London)
“A striking feature of the London 2012 construction programme
was the extent of attention and resourcing devoted to providing
modern human resource management and organisational
development capability.
These efforts contributed greatly to the effective working of the
ODA and Delivery Partner…”
http://learninglegacy.independent.gov.uk/documents/pdfs/programme-organisation-and-project-
management/425009-234-innovation-aw.pdf