The document advocates for new approaches to strategic thinking in business that utilize both logical structure and visualization. It introduces the philosophy of Structured Visual ThinkingTM and the 4DTM methodology. 4DTM includes four frameworks - Discovery, Development, Decision, and Deployment - that are applied using principles of structured visualization to solve complex business issues. The document argues that traditional strategic thinking methods are outdated and not working for clients, and that the new approaches enable improved thinking, engagement, creativity, and outcomes.
The document announces a monthly event called "Night of the Futures" held at Betahaus Neukölln in Berlin to discuss the futures of work through impulse talks, panels, workshops and networking. The events are organized by Futures Space, a company that aims to guide other companies on identifying new opportunities, provide a platform to discuss future topics and impacts, and spread future insights. The upcoming event on July 25th will focus on changes to leadership and organizations due to changing work factors.
"The best way to predict the future, is to create it". We live in very interesting times, of radical changes whilst we try, collectively, to design a society that doesn't have the profound contradictions which are becoming increasingly obvious. What are the alternatives that are being proposed and what do each have that is viable and desirable, and for whom?
Build a Tech Brand During Covid in Emerging Tech EcosystemsDigitalOcean
Watch this Tech Talk: https://do.co/video_cntim
This talk features the award-winning Mrs. Christine Souffrant Ntim explaining how to build your personal brand during a pandemic specifically in emerging tech ecosystems.
About the Presenter
Mrs. Christine Souffrant Ntim is an award-winning Haitian-American and Ghanaian expert on the startup ecosystem for emerging markets. She was featured in Forbes 30 Under 30, AdAge 40 Under 40, Haiti Changemakers 1804 List, Singularity NASA, Entrepreneur Magazine, Huffington Post, Inc Magazine, and more. She speaks on digital entrepreneurship, personal branding, and future tech for emerging markets at over 20+ global conferences a year, including former appearances at the United Nations, Davos, TEDx, SXSW, European Union Forum, US State Department Tours, Startup Grind Global, SeedStars World, and more.
New to DigitalOcean? Get US $100 in credit when you sign up: https://do.co/deploytoday
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The document discusses how the jobs of the future are emerging today and the need to adapt to constant change. It highlights how technological progress will be rapid this century. Several obsolete jobs like switchboard operators are mentioned. The top ten fastest growing jobs in the next decade are listed. The document encourages finding your passion and interests to pave your path for tomorrow. It provides examples of creators using tools and tactics like online platforms and crowdsourcing to pursue their interests.
The document discusses how change is difficult for humans but necessary. It emphasizes making time for change and seeing oneself as an agent of change rather than a victim. It provides tips for building an efficient schedule and using tools to maximize one's time. It also discusses how leaders can help create dialogue and follow positive energy rather than focusing only on problems or resistance to change.
The document advocates for new approaches to strategic thinking in business that utilize both logical structure and visualization. It introduces the philosophy of Structured Visual ThinkingTM and the 4DTM methodology. 4DTM includes four frameworks - Discovery, Development, Decision, and Deployment - that are applied using principles of structured visualization to solve complex business issues. The document argues that traditional strategic thinking methods are outdated and not working for clients, and that the new approaches enable improved thinking, engagement, creativity, and outcomes.
The document announces a monthly event called "Night of the Futures" held at Betahaus Neukölln in Berlin to discuss the futures of work through impulse talks, panels, workshops and networking. The events are organized by Futures Space, a company that aims to guide other companies on identifying new opportunities, provide a platform to discuss future topics and impacts, and spread future insights. The upcoming event on July 25th will focus on changes to leadership and organizations due to changing work factors.
"The best way to predict the future, is to create it". We live in very interesting times, of radical changes whilst we try, collectively, to design a society that doesn't have the profound contradictions which are becoming increasingly obvious. What are the alternatives that are being proposed and what do each have that is viable and desirable, and for whom?
Build a Tech Brand During Covid in Emerging Tech EcosystemsDigitalOcean
Watch this Tech Talk: https://do.co/video_cntim
This talk features the award-winning Mrs. Christine Souffrant Ntim explaining how to build your personal brand during a pandemic specifically in emerging tech ecosystems.
About the Presenter
Mrs. Christine Souffrant Ntim is an award-winning Haitian-American and Ghanaian expert on the startup ecosystem for emerging markets. She was featured in Forbes 30 Under 30, AdAge 40 Under 40, Haiti Changemakers 1804 List, Singularity NASA, Entrepreneur Magazine, Huffington Post, Inc Magazine, and more. She speaks on digital entrepreneurship, personal branding, and future tech for emerging markets at over 20+ global conferences a year, including former appearances at the United Nations, Davos, TEDx, SXSW, European Union Forum, US State Department Tours, Startup Grind Global, SeedStars World, and more.
New to DigitalOcean? Get US $100 in credit when you sign up: https://do.co/deploytoday
To learn more about DigitalOcean: https://www.digitalocean.com/
Follow us on Twitter: https://twitter.com/digitalocean
Like us on Facebook: https://www.facebook.com/DigitalOcean
Follow us on Instagram: https://www.instagram.com/thedigitalocean/
We're hiring: http://do.co/careers
The document discusses how the jobs of the future are emerging today and the need to adapt to constant change. It highlights how technological progress will be rapid this century. Several obsolete jobs like switchboard operators are mentioned. The top ten fastest growing jobs in the next decade are listed. The document encourages finding your passion and interests to pave your path for tomorrow. It provides examples of creators using tools and tactics like online platforms and crowdsourcing to pursue their interests.
The document discusses how change is difficult for humans but necessary. It emphasizes making time for change and seeing oneself as an agent of change rather than a victim. It provides tips for building an efficient schedule and using tools to maximize one's time. It also discusses how leaders can help create dialogue and follow positive energy rather than focusing only on problems or resistance to change.
This document discusses how to prepare for an unknown future driven by emerging technologies like robotics, AI, VR, and quantum computing. It argues that people should focus on skills like empathy, creativity, problem solving, and navigating complex systems. Generalists, connectors, and navigators will be needed most. Design thinking is presented as a human-centered, iterative process for solving problems. Psychological safety and empathy are important for unleashing creativity within teams and leadership. The document advocates reframing problems to find innovative solutions in an uncertain world.
Staging systems to feel round the corners of Transition DesignJabe Bloom
This document discusses strategies for transition design and making sense of systems and futures. It introduces concepts like "feeling around corners" to understand potential futures and make decisions with limited information. Transition design requires understanding how interventions may unfold over time and preparing for various outcomes, both ideal and unexpected. The document suggests approaches like backcasting, scenario planning, and considering what interventions would look and feel like if going well, badly, or failing to help navigate uncertainty. The goal is to equip designers to make ethical decisions that create quality futures and to retrospectively and prospectively make sense of their actions and future implications.
This document announces a monthly event called "Night of the Futures" held in Berlin to discuss how work is changing. The July 25th event focuses on how leadership and organizations must adapt due to changing work factors. Two featured speakers are listed - Richard Jaimes, a futurist, strategist and innovator, and Konstantinios Manginis, also a futurist, strategist and business developer. The event will explore how technology is impacting work and the skills needed for the future, with a focus on trends like remote work and virtualization.
The Biggest Trend in Project Management TodayDianeDromgold1
This document discusses the rise of project management as organizations increasingly rely on projects to achieve goals beyond daily operations. It traces how corporations evolved to use temporary "mini-corporations" called projects to accomplish tasks. Now, projects are blurred with business operations as resources are shared across multiple initiatives. To succeed in this environment, the author argues that project managers must focus on influence rather than control, understanding stakeholders' priorities and crafting projects that meet their needs through open communication. Influence, understanding others, and aligning projects with stakeholder interests are key to project success in today's complex business landscape.
This document summarizes the key findings from the book "Change Your Space, Change Your Culture" which examines how physical work environments can impact company culture and engagement. The book is based on over a year of research, including summits and case studies of companies that have transformed their culture through redesigning workplace spaces. Specifically, the research found that while changing space alone does not guarantee cultural shifts, designing spaces to enable collaborative behaviors can positively influence company culture and engagement levels among employees.
Changing the medium to challenge the message - A Conversational UI case studyJay Whittaker
Marshall McLuhan said “the medium is the message”, meaning the medium changes how the message is perceived. I tell a story about how we came to prototype a conversational UI, and how this new medium challenged the team's thinking. This is less about the 'how' of constructing a Conversational UI and more about the 'why'. What thinking we needed to challenge and why this approach helped achieve that. In a broader sense it reflects the evolution of the industry in the past 5 or so years.
Diversity, Equity & Inclusion - Who decides what's next?Alex Nusselt
Introduction to Diversity, Equity & Inclusion during Macromedia Mentoring Program KickOff 2021
Focusing on industrialization, digitization and a changing society
60 Second Book Brief: Exponential Organizations by Salim Ismail Steve Cunningham
Salim Ismail wrote the book Exponential Organizations to teach organizations how to think differently in order to have an impact 10 times larger than their peers. The book outlines 10 principles for exponential organizations, including staffing on demand, building communities and crowds, using algorithms and machine learning, leveraging assets, and using gamification to motivate external networks. Internally, exponential organizations use interfaces to manage resources, track data obsessively with dashboards, conduct small experiments, allow autonomy for employees, and use social technologies to organize teams.
This document discusses human-centered design as both an epistemology and methodology. It argues that traditional views of knowledge as just information is flawed and separates aspects of human experience. Instead, human-centered design aims to bridge divisions between belief and knowledge, values and facts, and more. The methodology of human-centered design involves empathizing with users, defining problems from their perspective, ideating solutions, prototyping ideas, and testing prototypes. It emphasizes taking a growth mindset of creativity, failing forward through experimentation, and gaining insights through actions like traveling and asking questions.
Anyone designing new products, strategy or change will need to consider the future world in which their creations will exist. A little more than ten years ago I was asked this question:
“What will the world look like in 10 years and how might this affect the organisation?”
To answer this I needed to learn how to be a Futurist. It wouldn't be that hard right? I could just make a few wild predictions about a utopian future with robots and sprinkle with buzzwords? No, I'd have to take another route and learn more about the world in the process.
In this talk I will break from the future-gazing and do two things rare for a Futurist; I will look back into the past and I will focus on the predictions I got wrong. What can ten years of perspective teach us and how can we use that for looking again towards the future.
This document contains a collection of unstructured text snippets without clear context or meaning. It includes short phrases, website URLs, and disconnected words that do not form a coherent summary in 3 sentences or less. The snippets reference concepts like systems thinking, complexity, evaluation, collaboration, and political economy but do not connect these ideas into a concise high-level summary.
Design for Social Innovation A Brief OverviewPenny Hagen
This presentation is a quick introduction and overview of Design for Social Innovation, including some local examples. The presentation was developed for students of the Design and Business Major at Auckland University of Technology and aims to help show how design extends and is adapted for the challenges of social innovation - with an emphasis on community involvement, collaboration and ownership of 'design' and 'change'.
What people really want - how #HumanCenteredDesign can help your charity or c...Patrick Olszowski
I was due on stage in 10 minutes and I was totally uncertain if I could do it.
This was me yesterday before I was due to speak at Charity Comms' Psychology of Communications conference.
My entire presentation was a risk. I was going to ask the audience of senior charity sector leaders to do things that I was pretty sure they would find difficult.
I would be rewarding those who worked with me and doing my utmost to persuade others, again and again, who were not yet ready to get involved.
The last time I had presented publicly was in front of an audience of people I knew well. But this was different. Would it work? I had no idea.
Eventually, I went on, starting with a line about how working for yourself is like being a solo polar explorer. Moments of incredible beauty, followed by realising you are surrounded by deep crevasses. I got a laugh and relaxed.
Throughout, people shared their views on the charity sector, by moving up and down an imaginary line in the auditorium - depending on propositions I gave them (and the reactions of other audience members).
I ran another experiment, trialling seven different approaches to get people to sign up to my email newsletter - Top Tips for Tough Problems - all about innovation and charities (www.outrageousimpact.co.uk/tips/)
For those who wouldn't join the email, and were open to it, I had discussions with them on the microphone about what might persuade them. The ability to alter the frequency of emails, sharing this content on LinkedIn and being clearer about what was in the email, persuaded a few.
In the end, 60% of the audience joined the email list and received sweets, a chance to sit in a 'winners' circle', got their name on a plaque on the wall, approval from colleagues, applause and more.
Innovation is about building something new to try and improve lives. It might work. Or flop. But as long as you learn from it, it can never be a failure. That was the key lesson I got yesterday.
This is the presentation you find here.
Patrick
Participation, Reconnection, and Design: presentation by Marc Rettig and Hannah du Plessis of Fit Associates, as part of the Interaction 17 conference redux for IxDA Pittsburgh.
Argues that participation in a vast and growing movement toward a sustainable and equitable future is a fertile frontier for design, and an invitation to adopt new approaches to work.
The following document was elaborated by InPeople Consulting & UpsideRisks as a consecuence of the participation at the Conference Exponential Finance and their own research.
The document discusses various topics related to change and strategic alignment. It begins with welcoming the reader and posing questions about how to prepare strategic alignment to facilitate change. It then references McKinsey sources that discuss the psychology of change management and how to help employees embrace change. Various models of change are presented, including denial, anger, bargaining, depression, and acceptance. The importance of vision, purpose, and cognitive versus mechanical inputs for change is debated. The need to treat change in a more familiar way and identify trends and assumptions is suggested. Group work identifying trends and their implications is proposed. The discussion emphasizes that crisis is a perception rather than reality and that change should be assisted rather than imposed.
AIOU Solved Assignments:
bit.ly/3WCccYI
Assignment Question Papers:
bit.ly/3yjsDy3
AIOU Solved Past Papers:
bit.ly/3YQ4mfJ
AIOU Past Papers:
bit.ly/3akdhBN
AIOU Guess Papers:
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AIOU Solved Thesis:
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AIOU Solved Teaching Practice:
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AIOU Solved Lesson Plans:
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AIOU Solved Practicum Report:
bit.ly/399DXBD
AIOU Soft Books Download:
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AIOU Research Project 8613 Topics:
bit.ly/3nnol3K
AIOU Solved Thesis Download Free:
bit.ly/3hT43Ag
AIOU Solved Projects Download:
bit.ly/3WGXCyX
AIOU Solved Notes Key Books PDF:
https://bit.ly/3HNbDXJ
Tutorials:
How To Check Workshop Schedule:
https://youtu.be/9jf2dJcG5Rc
AIOU Eligibility Criteria:
https://youtu.be/06vEfRxVaMQ
AIOU CMS User Username And Password Invalid:
https://youtu.be/Q6VKJFPVpbs
How to Remove Wrong Assignments From Portal:
https://youtu.be/Kmypoi0e_N8
How To Fill AIOU Continue Admission Form:
https://youtu.be/KTNNI3KozMk
How To Fill Online Admission Form For Fresh Students:
https://youtu.be/xNt2NmG7Hgo
Check AIOU Tutor Letter information:
https://youtu.be/sZavv9b4FN0
How to Get AIOU Aaghi Portal User Name and Password:
https://youtu.be/Y29-Z49Eixk
How to Submit Assignments on AIOU Aaghi Portal LMS:
https://youtu.be/tsP2uJJAFeo
How To Download AIOU Roll Number Slip:
https://youtu.be/WJ4KQLJR4q0
How To Attend AIOU Workshop using Microsoft Team Method:
https://youtu.be/09m2RAmOuYQ
How to Apply for Degree Certificate in AIOU For New Students:
https://youtu.be/pg5yF3nD3WU
How to Apply for Degree Certificate in AIOU With Re Appear Subject For New Students:
https://youtu.be/jTvoE_1ICFw
How to Apply for Degree Certificate For Old Students:
https://youtu.be/aG-AOnbcXPg
How To Solve AIOU Workshop Quiz:
https://youtu.be/in9c7TXZxZ0
This document discusses the importance of innovation and disruptive change. It makes three key points:
1) True innovation often comes from "high-risk, high-reward" ideas that have a low probability of success but could lead to major disruptions if they work. Incremental changes are not enough to solve major problems.
2) Financial tools like discounted cash flow analysis are often "innovation killers" because they are poorly suited to evaluating high-risk, speculative ideas. Innovation requires an openness to failure and experimentation.
3) Governments and large companies often struggle with innovation because they focus too much on predictable incremental changes rather than speculation and experimentation. The culture of Silicon Valley promotes more
Here is a summary of David's day in 3 sentences:
David wakes up early to meditate before starting his day as a community organizer, where he works tirelessly to enact positive change. In the evenings, he enjoys unwinding on social media and browsing news articles, allowing Ads4Change to donate small amounts with each ad viewed to causes like environmental protection and criminal justice reform without disrupting his routine. Though passionate about many issues, David is happy to support causes indirectly through passive participation when his busy schedule prevents more hands-on involvement.
Tasked with forming a design firm, my team initiated Ads4Change, an adblocker that replaces ads with socially conscious ones and donates ad revenue to charity. It revolutionizes online ads, enhancing user experience while making a positive impact on society through charitable contributions.
This document contains an interview with Otto Scharmer, an expert in innovation and leadership. He discusses four key points for enabling innovation: globalization, personalization, prototyping, and cross-sector networking. For globalization, he means bringing together people from different cultures to solve shared problems. For personalization, he emphasizes the personal journey of understanding one's purpose and creativity. Prototyping means learning by doing through small experiments. Cross-sector networking involves collaborating across organizations and sectors to address complex issues. Scharmer believes innovations start small and testing ideas through prototyping is important.
This document provides an overview of intentional and systematic approaches to innovation that could improve philanthropy and increase social impact. It discusses how innovation does not need to be unpredictable, but can be managed systematically using distinct processes and tools. A framework is presented for understanding the innovation process, covering stages from defining problems to diffusing solutions. Opportunities for innovation in philanthropy are explored, along with different roles organizations and individuals can play in the innovation process. The goal is to spark discussion on how to advance innovation in the social sector in a deliberate and sustainable manner over time.
This document discusses how to prepare for an unknown future driven by emerging technologies like robotics, AI, VR, and quantum computing. It argues that people should focus on skills like empathy, creativity, problem solving, and navigating complex systems. Generalists, connectors, and navigators will be needed most. Design thinking is presented as a human-centered, iterative process for solving problems. Psychological safety and empathy are important for unleashing creativity within teams and leadership. The document advocates reframing problems to find innovative solutions in an uncertain world.
Staging systems to feel round the corners of Transition DesignJabe Bloom
This document discusses strategies for transition design and making sense of systems and futures. It introduces concepts like "feeling around corners" to understand potential futures and make decisions with limited information. Transition design requires understanding how interventions may unfold over time and preparing for various outcomes, both ideal and unexpected. The document suggests approaches like backcasting, scenario planning, and considering what interventions would look and feel like if going well, badly, or failing to help navigate uncertainty. The goal is to equip designers to make ethical decisions that create quality futures and to retrospectively and prospectively make sense of their actions and future implications.
This document announces a monthly event called "Night of the Futures" held in Berlin to discuss how work is changing. The July 25th event focuses on how leadership and organizations must adapt due to changing work factors. Two featured speakers are listed - Richard Jaimes, a futurist, strategist and innovator, and Konstantinios Manginis, also a futurist, strategist and business developer. The event will explore how technology is impacting work and the skills needed for the future, with a focus on trends like remote work and virtualization.
The Biggest Trend in Project Management TodayDianeDromgold1
This document discusses the rise of project management as organizations increasingly rely on projects to achieve goals beyond daily operations. It traces how corporations evolved to use temporary "mini-corporations" called projects to accomplish tasks. Now, projects are blurred with business operations as resources are shared across multiple initiatives. To succeed in this environment, the author argues that project managers must focus on influence rather than control, understanding stakeholders' priorities and crafting projects that meet their needs through open communication. Influence, understanding others, and aligning projects with stakeholder interests are key to project success in today's complex business landscape.
This document summarizes the key findings from the book "Change Your Space, Change Your Culture" which examines how physical work environments can impact company culture and engagement. The book is based on over a year of research, including summits and case studies of companies that have transformed their culture through redesigning workplace spaces. Specifically, the research found that while changing space alone does not guarantee cultural shifts, designing spaces to enable collaborative behaviors can positively influence company culture and engagement levels among employees.
Changing the medium to challenge the message - A Conversational UI case studyJay Whittaker
Marshall McLuhan said “the medium is the message”, meaning the medium changes how the message is perceived. I tell a story about how we came to prototype a conversational UI, and how this new medium challenged the team's thinking. This is less about the 'how' of constructing a Conversational UI and more about the 'why'. What thinking we needed to challenge and why this approach helped achieve that. In a broader sense it reflects the evolution of the industry in the past 5 or so years.
Diversity, Equity & Inclusion - Who decides what's next?Alex Nusselt
Introduction to Diversity, Equity & Inclusion during Macromedia Mentoring Program KickOff 2021
Focusing on industrialization, digitization and a changing society
60 Second Book Brief: Exponential Organizations by Salim Ismail Steve Cunningham
Salim Ismail wrote the book Exponential Organizations to teach organizations how to think differently in order to have an impact 10 times larger than their peers. The book outlines 10 principles for exponential organizations, including staffing on demand, building communities and crowds, using algorithms and machine learning, leveraging assets, and using gamification to motivate external networks. Internally, exponential organizations use interfaces to manage resources, track data obsessively with dashboards, conduct small experiments, allow autonomy for employees, and use social technologies to organize teams.
This document discusses human-centered design as both an epistemology and methodology. It argues that traditional views of knowledge as just information is flawed and separates aspects of human experience. Instead, human-centered design aims to bridge divisions between belief and knowledge, values and facts, and more. The methodology of human-centered design involves empathizing with users, defining problems from their perspective, ideating solutions, prototyping ideas, and testing prototypes. It emphasizes taking a growth mindset of creativity, failing forward through experimentation, and gaining insights through actions like traveling and asking questions.
Anyone designing new products, strategy or change will need to consider the future world in which their creations will exist. A little more than ten years ago I was asked this question:
“What will the world look like in 10 years and how might this affect the organisation?”
To answer this I needed to learn how to be a Futurist. It wouldn't be that hard right? I could just make a few wild predictions about a utopian future with robots and sprinkle with buzzwords? No, I'd have to take another route and learn more about the world in the process.
In this talk I will break from the future-gazing and do two things rare for a Futurist; I will look back into the past and I will focus on the predictions I got wrong. What can ten years of perspective teach us and how can we use that for looking again towards the future.
This document contains a collection of unstructured text snippets without clear context or meaning. It includes short phrases, website URLs, and disconnected words that do not form a coherent summary in 3 sentences or less. The snippets reference concepts like systems thinking, complexity, evaluation, collaboration, and political economy but do not connect these ideas into a concise high-level summary.
Design for Social Innovation A Brief OverviewPenny Hagen
This presentation is a quick introduction and overview of Design for Social Innovation, including some local examples. The presentation was developed for students of the Design and Business Major at Auckland University of Technology and aims to help show how design extends and is adapted for the challenges of social innovation - with an emphasis on community involvement, collaboration and ownership of 'design' and 'change'.
What people really want - how #HumanCenteredDesign can help your charity or c...Patrick Olszowski
I was due on stage in 10 minutes and I was totally uncertain if I could do it.
This was me yesterday before I was due to speak at Charity Comms' Psychology of Communications conference.
My entire presentation was a risk. I was going to ask the audience of senior charity sector leaders to do things that I was pretty sure they would find difficult.
I would be rewarding those who worked with me and doing my utmost to persuade others, again and again, who were not yet ready to get involved.
The last time I had presented publicly was in front of an audience of people I knew well. But this was different. Would it work? I had no idea.
Eventually, I went on, starting with a line about how working for yourself is like being a solo polar explorer. Moments of incredible beauty, followed by realising you are surrounded by deep crevasses. I got a laugh and relaxed.
Throughout, people shared their views on the charity sector, by moving up and down an imaginary line in the auditorium - depending on propositions I gave them (and the reactions of other audience members).
I ran another experiment, trialling seven different approaches to get people to sign up to my email newsletter - Top Tips for Tough Problems - all about innovation and charities (www.outrageousimpact.co.uk/tips/)
For those who wouldn't join the email, and were open to it, I had discussions with them on the microphone about what might persuade them. The ability to alter the frequency of emails, sharing this content on LinkedIn and being clearer about what was in the email, persuaded a few.
In the end, 60% of the audience joined the email list and received sweets, a chance to sit in a 'winners' circle', got their name on a plaque on the wall, approval from colleagues, applause and more.
Innovation is about building something new to try and improve lives. It might work. Or flop. But as long as you learn from it, it can never be a failure. That was the key lesson I got yesterday.
This is the presentation you find here.
Patrick
Participation, Reconnection, and Design: presentation by Marc Rettig and Hannah du Plessis of Fit Associates, as part of the Interaction 17 conference redux for IxDA Pittsburgh.
Argues that participation in a vast and growing movement toward a sustainable and equitable future is a fertile frontier for design, and an invitation to adopt new approaches to work.
The following document was elaborated by InPeople Consulting & UpsideRisks as a consecuence of the participation at the Conference Exponential Finance and their own research.
The document discusses various topics related to change and strategic alignment. It begins with welcoming the reader and posing questions about how to prepare strategic alignment to facilitate change. It then references McKinsey sources that discuss the psychology of change management and how to help employees embrace change. Various models of change are presented, including denial, anger, bargaining, depression, and acceptance. The importance of vision, purpose, and cognitive versus mechanical inputs for change is debated. The need to treat change in a more familiar way and identify trends and assumptions is suggested. Group work identifying trends and their implications is proposed. The discussion emphasizes that crisis is a perception rather than reality and that change should be assisted rather than imposed.
AIOU Solved Assignments:
bit.ly/3WCccYI
Assignment Question Papers:
bit.ly/3yjsDy3
AIOU Solved Past Papers:
bit.ly/3YQ4mfJ
AIOU Past Papers:
bit.ly/3akdhBN
AIOU Guess Papers:
bit.ly/3odsUM2
AIOU Solved Thesis:
bit.ly/38hAK1l
AIOU Solved Teaching Practice:
bit.ly/399DXBD
AIOU Solved Lesson Plans:
bit.ly/3pdSC4r
AIOU Solved Practicum Report:
bit.ly/399DXBD
AIOU Soft Books Download:
https://bit.ly/3FP8Iwe
AIOU Research Project 8613 Topics:
bit.ly/3nnol3K
AIOU Solved Thesis Download Free:
bit.ly/3hT43Ag
AIOU Solved Projects Download:
bit.ly/3WGXCyX
AIOU Solved Notes Key Books PDF:
https://bit.ly/3HNbDXJ
Tutorials:
How To Check Workshop Schedule:
https://youtu.be/9jf2dJcG5Rc
AIOU Eligibility Criteria:
https://youtu.be/06vEfRxVaMQ
AIOU CMS User Username And Password Invalid:
https://youtu.be/Q6VKJFPVpbs
How to Remove Wrong Assignments From Portal:
https://youtu.be/Kmypoi0e_N8
How To Fill AIOU Continue Admission Form:
https://youtu.be/KTNNI3KozMk
How To Fill Online Admission Form For Fresh Students:
https://youtu.be/xNt2NmG7Hgo
Check AIOU Tutor Letter information:
https://youtu.be/sZavv9b4FN0
How to Get AIOU Aaghi Portal User Name and Password:
https://youtu.be/Y29-Z49Eixk
How to Submit Assignments on AIOU Aaghi Portal LMS:
https://youtu.be/tsP2uJJAFeo
How To Download AIOU Roll Number Slip:
https://youtu.be/WJ4KQLJR4q0
How To Attend AIOU Workshop using Microsoft Team Method:
https://youtu.be/09m2RAmOuYQ
How to Apply for Degree Certificate in AIOU For New Students:
https://youtu.be/pg5yF3nD3WU
How to Apply for Degree Certificate in AIOU With Re Appear Subject For New Students:
https://youtu.be/jTvoE_1ICFw
How to Apply for Degree Certificate For Old Students:
https://youtu.be/aG-AOnbcXPg
How To Solve AIOU Workshop Quiz:
https://youtu.be/in9c7TXZxZ0
This document discusses the importance of innovation and disruptive change. It makes three key points:
1) True innovation often comes from "high-risk, high-reward" ideas that have a low probability of success but could lead to major disruptions if they work. Incremental changes are not enough to solve major problems.
2) Financial tools like discounted cash flow analysis are often "innovation killers" because they are poorly suited to evaluating high-risk, speculative ideas. Innovation requires an openness to failure and experimentation.
3) Governments and large companies often struggle with innovation because they focus too much on predictable incremental changes rather than speculation and experimentation. The culture of Silicon Valley promotes more
Here is a summary of David's day in 3 sentences:
David wakes up early to meditate before starting his day as a community organizer, where he works tirelessly to enact positive change. In the evenings, he enjoys unwinding on social media and browsing news articles, allowing Ads4Change to donate small amounts with each ad viewed to causes like environmental protection and criminal justice reform without disrupting his routine. Though passionate about many issues, David is happy to support causes indirectly through passive participation when his busy schedule prevents more hands-on involvement.
Tasked with forming a design firm, my team initiated Ads4Change, an adblocker that replaces ads with socially conscious ones and donates ad revenue to charity. It revolutionizes online ads, enhancing user experience while making a positive impact on society through charitable contributions.
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Culture hacking: a fast, simple (if not easy) way to move to an agile culture
1. Culture hacking: a fast,
simple (if not easy) way to
move to an agile culture
What is culture hacking and how does it help HR, OD
and people responsible for ‘new ways of working’ in a
large organisation?
Richard Atherton & Carrie Bedingfield | March 2018 | hello@onefishtwofish.co.uk | 0118 3217457
2. * 61.5% of all large company projects were challenged – Standish CHAOS Report, 2017
Change programmes suck.
I mean, they really suck.*
3. People have the best intentions
when creating change
initiatives, but are thwarted by
the reality of human nature and
the complexity of their
environments
4. We’re starting to get clues as to why
change initiatives can be so difficult
from what are being the called the
‘complexity sciences’.
5. Complexity is telling
us that not
everything is as
predictable as
Newton’s apple
falling from the tree.
6. What’s the difference between sending a rocket to
the moon and getting children to succeed in
school?
What’s the difference between a surgeon extracting
a brain tumour, and a jury deciding if a person
accused of murder is guilty?
7. Let’s start with sending a rocket to the moon:
We need
● engineer-designed blueprints
● step-by-step algorithms
● well-trained staff
● exquisite combinations of computer software running carefully calibrated
equipment
A complicated system like this assumes expert, rational leaders who
manage top-down, command and control and no external influences or
complications.
8. The industrial world - into which many of us were
born - was all about ‘complicated’ - many steps but
all of them predictable, measurable etc.
The problem is, that’s not the world we live in now
where markets are global, competitors are
everywhere and the system is vast and unknowable.
9. They’re like
ecosystems - or the
weather. Predictable
and unpredictable
at the same time
Organisations are
not like ships we
can steer
We can apply this new “complexity
thinking” to companies.
10. Organisations are no longer command and control.
We can’t manage culture with Command & Control
approaches like top down change programme.s
Well, we can try but…
12. It starts with these.
Real people doing real things differently and creating new perspectives for
other people
This butterfly really going for it
in Brazil. Look out New York...
The dancing guy - and his
“First Follower”
Rosa Parks getting on that bus.
13. Plans and visions can help stimulate a conversation.
However, change in the complex realm really
happens when someone somewhere tries
something different and it catches fire.
14. Before you know it,
people are starting to
do things a bit or a lot
differently.
15. That’s where culture hacking comes
in.
Small, local acts with the potential to
make a big difference.
16. Culture hacks are discrete, counter-cultural
interventions aimed at changing how people
interact with each other.
When they work, they can have a big impact. When
they don’t – no big deal, we can try something else.
17. For example:
- In a branch, someone replaces a load of paperwork that was
slowing everyone down with a simple online form. The rest of the
business cottons on and realises they didn’t need it anyway.
- Someone who loads lorries asks his team to try a better way of
prepping stock and gets the picking team to make a small change
to make this possible. It saves them 45 minutes each day and soon
all the lorries are packed the same way.
- A project manager tries a new way of holding team update
meetings that makes blockers visible so they can be dealt with on a
daily basis. The team’s productivity skyrockets and they show other
teams how to do the same.
18. We have pioneered culture hacking
programmes in over 35
organisations in the last 4 years.
19. … in three main ways
Working with a
team over a period
of time
(we did this at BBC Worldwide)
A ‘culture
hackathon’ over
1 or 2 days
(we did this at Ricoh)
Releasing small
‘acts of culture’
from the centre
and seeing what
catches fire
(we did this at Pfizer)
20. Does any of this sound worthy of a conversation?
21. Kraft Foods said:
‘you are a guiding light to an
organisation trying to find its way in
a changing world’
22. We’d love to help you think aloud
about simple hacks to real change.
No expectations or assumptions. Maybe coffee (mmm, coffee). We’ll help any way we
can.
www.onefishcomms.co.uk
Get in touch with Carrie Bedingfield
carrie@onefishtwofish.co.uk | 07769 708490