Xerox surveyed over 5,900 people regarding their optimism in the workplace. See the results and learn why optimism is so important for business success.
As I watch my organization within the last 4yrs of its existence, I have seen innovation leading disruptive changes and giving us big leaps in our earlier days, only to see Bureaucracy emerging to water down these growths. I am forced to confront both experiences, as I lead my team into a new growth trajectory.
18 Expert Creative Leaders Share Best Practices for How to Get the Best Out of Your Creative Team.
With the generous support of Workfront, we have attempted to find the answer by posing the following question to 18 seasoned creative professionals:
Consistently and efficiently getting the best work out of your creative team can be tough. How have you created just enough process to enhance both creativity and productivity? Please share a personal story.
In reading the experts’ responses to this question, it’s clear that there are many ways to build and manage creative teams. Striking a balance between process and creativity is essential, and these experts provide valuable insights into ways they define and sustain that balance throughout a creative endeavor.I found their stories fascinating, and I’m sure anyone whose work depends on creative output will appreciate the experiences and wisdom of the creative professionals who have contributed to this e-book.
All the best,
David Rogelberg
Design Thinking & HR - Caterina Sanders (SocialHRCamp Vancouver 2016)SocialHRCamp
Design thinking is not a new concept in many areas of business, but in HR it is beginning to gain serious ground. In a recent Deloitte report, of the 7000 respondents, 79% felt that design thinking was an important or very important issue for them this year, with HR professionals believing that they are ready for the journey of moving from “process developer” to an “experience architect”. (Deloitte Human Capital Trends 2016). This hands-on session will introduce you to the main tenets of design thinking and allow you time to try a couple of exercises as applied to the context of social technologies and HR. Participants will walk away with some tangible insights that they should be able to apply to their workplaces immediately.
Xerox surveyed over 5,900 people regarding their optimism in the workplace. See the results and learn why optimism is so important for business success.
As I watch my organization within the last 4yrs of its existence, I have seen innovation leading disruptive changes and giving us big leaps in our earlier days, only to see Bureaucracy emerging to water down these growths. I am forced to confront both experiences, as I lead my team into a new growth trajectory.
18 Expert Creative Leaders Share Best Practices for How to Get the Best Out of Your Creative Team.
With the generous support of Workfront, we have attempted to find the answer by posing the following question to 18 seasoned creative professionals:
Consistently and efficiently getting the best work out of your creative team can be tough. How have you created just enough process to enhance both creativity and productivity? Please share a personal story.
In reading the experts’ responses to this question, it’s clear that there are many ways to build and manage creative teams. Striking a balance between process and creativity is essential, and these experts provide valuable insights into ways they define and sustain that balance throughout a creative endeavor.I found their stories fascinating, and I’m sure anyone whose work depends on creative output will appreciate the experiences and wisdom of the creative professionals who have contributed to this e-book.
All the best,
David Rogelberg
Design Thinking & HR - Caterina Sanders (SocialHRCamp Vancouver 2016)SocialHRCamp
Design thinking is not a new concept in many areas of business, but in HR it is beginning to gain serious ground. In a recent Deloitte report, of the 7000 respondents, 79% felt that design thinking was an important or very important issue for them this year, with HR professionals believing that they are ready for the journey of moving from “process developer” to an “experience architect”. (Deloitte Human Capital Trends 2016). This hands-on session will introduce you to the main tenets of design thinking and allow you time to try a couple of exercises as applied to the context of social technologies and HR. Participants will walk away with some tangible insights that they should be able to apply to their workplaces immediately.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This comprehensive presentation with over 320+ slides covers 36 commonly used Design Thinking frameworks, mindsets and methods for Customer Experience innovation and redesign.
A detailed summary is provided for each design framework. The frameworks in this deck span across the inspiration, ideation and implementation phases of Design Thinking.
INCLUDED FRAMEWORKS & METHODOLOGIES:
1. Design Thinking
2. Assume a Beginner's Mindset
3. Persona
4. Empathy Map
5. Interviews
6. Extreme Users
7. Point Of View
8. "How Might We" Questions
9. Design Brief
10. Stakeholder Map
11. Customer Journey Map
12. Context Map
13. Opportunity Map
14. Brainstorming
15. SCAMPER
16. Affinity Diagram
17. Ideas Evaluation Matrix
18. Prioritization Map
19. Prototypes
20. Rapid Prototyping
21. Storyboard
22. Storytelling
23. Role Play
24. 2x2 Matrix
25. Ways to Grow Framework
26. Feedback Capture Grid
27. 70-20-10 Rule
28. Kano Model
29. Customer Profile
30. Value Proposition Map
31. Value Proposition Canvas
32. Business Model Canvas
33. The Golden Circle
34. Five Whys Analysis
35. ADKAR® Model for Individual Change
36. Kotter's Change Management Model
These frameworks and templates are used in many design firms. With this comprehensive document in your back pocket, you can find a way to address just about any problem or design challenge that can arise in your organization.
The level of detail varies by framework, depending on the nature of the model. Examples and templates are provided.
Agile and lean is breaking out of conventional software development teams. This is the back story of how a traditional call centre transformed itself into a happy, productive and customer centric place, where everyone loves to come to work. This is the pack used at LAST Conference in Melbourne 18th of September 2015.
CASE STUDY: HYBRID (REMOTE+OFFICE) WORK APPROACHC&P COMPANY
We present a case study of implementation of the hybrid office-remote approach to work resulting in higher working performance & better work-life balance.
A small summery and description of network organization that can be used for large out-scaled agile organizations. Some way to manage the decentralization.
Xerox surveyed over 5,000 people regarding their optimism in the workplace, including over 800 healthcare workers. See the results and learn why optimism is so “healthy.”
Originally presented at Webguild conference. Focuses on the importance of Employee engagement and it's impact on a company's success with Digital engagement
Getting the best out of a Global WorkforceQualtrics
Presented at the Employee Engagement Summit in London, this deck highlights findings from Qualtrics research conducted in 2015 on different attitudes to work globally. It offers interpretations on the data for other organisations to take away and better position themselves for attracting, retaining and managing global teams.
Human Capital Growth Webinar: Boost your hr practices with design thinkingHuman Capital Growth
This webinar will address the role of designing thinking and evidence-based talent management in developing tailored HR solutions to people problems.
http://www.humancapitalgrowth.com/boost-your-hr-practices-with-design-thinking.html
Chantal "Taly" Russell, a successful entrepreneur and HR representative in New York City, details how you can change your HR practices to cater to the new working generation of millennials.
Are your HR strategies supporting employee health and well-being?ISS Group
Over the recent years, various research has proven that employee health and wellbeing directly influences work behavior, attendance and job performance.
Knowing that a healthy workforce is a more productive workforce, one important way to build competitive advantage for your business is to improve the health status and wellbeing of your employees. But do you have the right HR strategies in place to make this happen? View our Slideshare and get the insights.
Work Your Business Model. Canvases, quilts, and marketsShiftup
Discover in this exclusive webinar what a business model is and different tools to explore business models.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Presentation at Strategic HR Network Annual Congress on The Future of Work. The Future of Work is Social, Collaborative and Connected.
Examining how employee behaviours at work are being shaped by wider consumer technology trends and social media
- Harnessing the power of social technology to build collaboration, connection and enterprise networks
- Implications for leadership within the organisation
Software debt slowly creeps into software assets if left unnoticed and can slow down delivery in ways that seemed faster initially. Fortunately, modern tools, frameworks, and software development approaches help us manage software debt effectively at a reasonable cost to implement. This program will show ways to recognize software debt in five debt areas so that you can start to manage it.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This comprehensive presentation with over 320+ slides covers 36 commonly used Design Thinking frameworks, mindsets and methods for Customer Experience innovation and redesign.
A detailed summary is provided for each design framework. The frameworks in this deck span across the inspiration, ideation and implementation phases of Design Thinking.
INCLUDED FRAMEWORKS & METHODOLOGIES:
1. Design Thinking
2. Assume a Beginner's Mindset
3. Persona
4. Empathy Map
5. Interviews
6. Extreme Users
7. Point Of View
8. "How Might We" Questions
9. Design Brief
10. Stakeholder Map
11. Customer Journey Map
12. Context Map
13. Opportunity Map
14. Brainstorming
15. SCAMPER
16. Affinity Diagram
17. Ideas Evaluation Matrix
18. Prioritization Map
19. Prototypes
20. Rapid Prototyping
21. Storyboard
22. Storytelling
23. Role Play
24. 2x2 Matrix
25. Ways to Grow Framework
26. Feedback Capture Grid
27. 70-20-10 Rule
28. Kano Model
29. Customer Profile
30. Value Proposition Map
31. Value Proposition Canvas
32. Business Model Canvas
33. The Golden Circle
34. Five Whys Analysis
35. ADKAR® Model for Individual Change
36. Kotter's Change Management Model
These frameworks and templates are used in many design firms. With this comprehensive document in your back pocket, you can find a way to address just about any problem or design challenge that can arise in your organization.
The level of detail varies by framework, depending on the nature of the model. Examples and templates are provided.
Agile and lean is breaking out of conventional software development teams. This is the back story of how a traditional call centre transformed itself into a happy, productive and customer centric place, where everyone loves to come to work. This is the pack used at LAST Conference in Melbourne 18th of September 2015.
CASE STUDY: HYBRID (REMOTE+OFFICE) WORK APPROACHC&P COMPANY
We present a case study of implementation of the hybrid office-remote approach to work resulting in higher working performance & better work-life balance.
A small summery and description of network organization that can be used for large out-scaled agile organizations. Some way to manage the decentralization.
Xerox surveyed over 5,000 people regarding their optimism in the workplace, including over 800 healthcare workers. See the results and learn why optimism is so “healthy.”
Originally presented at Webguild conference. Focuses on the importance of Employee engagement and it's impact on a company's success with Digital engagement
Getting the best out of a Global WorkforceQualtrics
Presented at the Employee Engagement Summit in London, this deck highlights findings from Qualtrics research conducted in 2015 on different attitudes to work globally. It offers interpretations on the data for other organisations to take away and better position themselves for attracting, retaining and managing global teams.
Human Capital Growth Webinar: Boost your hr practices with design thinkingHuman Capital Growth
This webinar will address the role of designing thinking and evidence-based talent management in developing tailored HR solutions to people problems.
http://www.humancapitalgrowth.com/boost-your-hr-practices-with-design-thinking.html
Chantal "Taly" Russell, a successful entrepreneur and HR representative in New York City, details how you can change your HR practices to cater to the new working generation of millennials.
Are your HR strategies supporting employee health and well-being?ISS Group
Over the recent years, various research has proven that employee health and wellbeing directly influences work behavior, attendance and job performance.
Knowing that a healthy workforce is a more productive workforce, one important way to build competitive advantage for your business is to improve the health status and wellbeing of your employees. But do you have the right HR strategies in place to make this happen? View our Slideshare and get the insights.
Work Your Business Model. Canvases, quilts, and marketsShiftup
Discover in this exclusive webinar what a business model is and different tools to explore business models.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Presentation at Strategic HR Network Annual Congress on The Future of Work. The Future of Work is Social, Collaborative and Connected.
Examining how employee behaviours at work are being shaped by wider consumer technology trends and social media
- Harnessing the power of social technology to build collaboration, connection and enterprise networks
- Implications for leadership within the organisation
Software debt slowly creeps into software assets if left unnoticed and can slow down delivery in ways that seemed faster initially. Fortunately, modern tools, frameworks, and software development approaches help us manage software debt effectively at a reasonable cost to implement. This program will show ways to recognize software debt in five debt areas so that you can start to manage it.
Integrating Quality into Project Portfolio ManagementChris Sterling
Traditionally, projects are managed based on cost, schedule, and scope. This continues to be insufficient and leads to poor outcomes, unsustainable development efforts, quality issues, and software that may meet requirements but not the expectations of users. This talk will go into how organizations can integrate quality and value considerations into their portfolio management strategies leading to less surprises and more valuable outcomes. The talk will go into detail about how Agile, Lean thinking, and Managing Software Debt can give a more holistic view of the project portfolio.
Agile teams speak in points and iterations, but project and business managers think in terms of dates and dollars. This conceptual and language barrier makes strategic business planning, funding, and project status reporting a significant challenge for Agile teams. Because of these barriers, many successful Agile/Scrum initiatives are discontinued or never expanded.
Earned Value Management and Agile Tips for Success Brent Barton
As the Department of Defense focuses on "delivering 75% solutions in months [instead of] 100% solutions in years" Agile is finding its way into big, traditionally managed programs. This event http://www.afei.org/events/2A01/Pages/default.aspx specifically addresses Agile in Defense. This presentation was an invitation following a successful meeting at the ADAPT meeting.
While LeanKit sell a kanban tool, we firmly believe that kanban is only one of many powerful tools available to Lean practitioners and that all of these tools are best applied within a framework of Lean principles.
This talk briefly re-introduces those principles and then provides an introduction to more than ten main Lean practices and tools, including kanban, gemba, kaizen, takt time, obeya, value stream mapping, muri, mura, muda (waste) and more. It gives real-world examples of their use in different domains to make clear that these ideas are readily applicable across industries and functions.
Bio:
Jon Terry is co-Chief Executive Officer of LeanKit. Before LeanKit, Jon held a number of senior IT positions with hospital-giant HCA and its logistics subsidiary, HealthTrust Purchasing Group. He was among those responsible for launching HCA’s adoption of Lean/Agile methods.
Jon earned his Global Executive MBA from Georgetown University and ESADE Business School in Barcelona, Spain, and his Masters Certificate in Project Management from George Washington University. He is a Project Management Professional, a Certified Scrum Master, a Kanban Coaching Professional, is certified in the Lean Construction Institute’s Last Planner Method, and trained in the SAFe Lean Systems Engineering method.
From Chaos to Confidence: DevOps at LeanKitJon Terry
As a company, LeanKit have believed in Lean, Kanban, Agile, DevOps since our founding. We've alway talked about how important these ideas are - in the community and inside our company.
But that doesn't mean that doing those things in practice has been easy. We're a very fast growing startup in a very competitive market space. We've tripled in size in less than a year and nearly came apart at the seams at times.
In fact, in the fall of 2015, our technology team were having a very hard team. We were out of synch with our sales & marketing partners and facing a lot of internal conflict.
But we came together as a team and worked hard to implement a well coordinated system of values, team structure, cadences, and standard practices. We're now in a much better place as a team and generating much better results for our company.
There are no one-size-fits-all answers for companies. I can't promise that if you copy LeanKit you'll succeed. But we do think we have some interesting lessons learned to share and that you just might be able to pick up some ideas that you can take back to your company.
Bio:
Jon Terry is co-Chief Executive Officer of LeanKit. Before LeanKit, Jon held a number of senior IT positions with hospital-giant HCA and its logistics subsidiary, HealthTrust Purchasing Group. He was among those responsible for launching HCA’s adoption of Lean/Agile methods.
Jon earned his Global Executive MBA from Georgetown University and ESADE Business School in Barcelona, Spain, and his Masters Certificate in Project Management from George Washington University. He is a Project Management Professional, a Certified Scrum Master, a Kanban Coaching Professional, is certified in the Lean Construction Institute’s Last Planner Method, and trained in the SAFe Lean Systems Engineering method.
Capabilities we need now in change managementLena Ross
Titled 'The High 5 of Change Mastery' this presentation is a guide for change leaders and practitioners to future-pace their capabilities with these skills for change mastery. These emerging capabilities will help us optimise our relevance and effectiveness in a disruptive business environment.
Act Local and be Global. No discussion that basic leadership skills are as ever necessary to know, understand and be able to integrate in your role as executive director as well as line manager. This article bring my recommendations from an international career and now working as a trainer and coach supporting and developing director level and management level to perform on the distance with remote teams and business clusters / units.
You might have thought that mentoring was just
one of those HR trendy tools to attract and retain talents
and to remotivate senior managers in your firm.
Well, think again.
This white paper as been designed to give you an
opportunity to reconsider what you may know, or imagine,
about mentoring...
In it, we will discuss and try to illustrate how corporations
can find a balance between their formal structure source
of efficiency and their informal networks source of agility,
and why mentor / mentee networks are such powerful
cultural game changers.
Author: Stéphanie MITRANO PhD
How to build a successful startup - Complete guide to starting upRajat Dangi
Here's the complete guide to starting up. I tried to cover the product at an early stage, hiring, team building, growth, marketing, founder's role, and management practices. Each slide has further reading resources to learn more on each topic.
I briefly touched upon Product Market Fit (PMF), 10 ways to get the first 1000 users, 10 ways to make product viral, and building product in the long run.
If you have doubts or need more resources to read on each topic, contact me on Twitter @TheRajatDangi
My side projects can be found at https://byxyz.net. To know more about me: https://about.me/rajatdangi.
Test Your Innovation IQ Holly Green, Contributor Origina.docxtodd191
Test Your Innovation IQ
Holly Green, Contributor
Original Source
Everyone knows that innovation means coming up with the next great idea in your
industry, right? Actually, there’s a lot more to it than that. Test your ability to separate
innovation fact from fiction by answering the following questions true or false:
1. Innovation is the act of coming up with new and creative ideas.
2. Innovation is a random process.
3. Innovation is the exclusive realm of a few naturally talented people.
4. The biggest obstacle to innovation is a lack of organizational resources and
know-how.
5. The most important type of innovation involves bringing new products and
services to market.
6. Teaching employees to think creatively will guarantee innovation.
7. The most powerful way to trigger your brain is to simply ask it a question.
8. Most companies pursue incremental rather than disruptive innovation.
9. Most companies are not structured to innovate.
10. Listening to your customers is a great way to innovate.
Answers:
1. False. In business, innovation is the act of applying knowledge, new or old, to the
creation of new processes, products, and services that have value for at least one of
your stakeholder groups. The key word here is applying. Generating creative ideas is
certainly part of the process. But in order to produce true innovation, you have to
actually do something different that has value.
2. False. Innovation is a discipline that can (and should) be planned, measured, and
managed. If left to chance, it won’t happen.
3. False. Everyone has the power to innovate by letting their brain wander, explore,
connect, and see the world differently. The problem is that we’re all running so fast that
we fail to make time for the activities that allow our brains to see patterns and make
connections. Such as pausing and wondering….what if?
4. False. In most organizations, the biggest obstacle to innovation is what people
already know to be true about their customers, markets, and business. Whenever you’re
absolutely, positively sure you’re right, any chance at meaningful innovation goes out
the window.
https://www.forbes.com/sites/work-in-progress/2011/12/06/test-your-innovation-iq/#3133e7f0395b
5. False. It’s certainly important to bring new products and services to market. But the
most important form of innovation, and the #1 challenge for today’s business leaders
may really be reinventing the way we manage ourselves and our companies.
6. False. New ideas are a dime a dozen. The hard part is turning those ideas into new
products and services that customers value and are willing to pay for -- a process that
requires knowledge about what your customers want and need, coupled with
implementation.
7. True. Ask a question and the brain responds instinctually to get closure. The key with
innovation is to ask questions that open people to possibilities, new ways of looking at
the same data, and new interpre.
Outside In - Innovation and Insights Consultancy CredentialsMat Shore
At outside InTM we believe passionately that you can teach the core language and skills of disciplined insight and value proposition creation to commercial teams and R&D folks alike. Glowing testimonials from a roster of global clients suggest that we are able to build competency in even the most complex markets and organisations.
Unlike other training consultancies we don’t teach anything else but value proposition creation,so we are the experts. Watch our video to find out exactly what we cover.
https://www.youtube.com/watch?v=WVcBcwnO1cQ
New technologies are changing the way people work with each other, their organization’s partners, and their customers. Employee expectations have grown and are being met by innovation that delivers greater accessibility, lower costs, and faster results. The catch? Organizations and employees need to understand, adopt, and use these technologies or risk being outpaced by new competitors or changes in the marketplace.
Join Richard Harbridge in an insightful discussion as he explores why collaboration can be challenging in organizations today, what we can do about it together.
Creating a Culture of Innovation - MIT ID InnovationPankaj Deshpande
Learn about creating a Culture of Innovation in Your Organization. Have a look at the article. To know more details, visit us at : https://mitidinnovation.com/recreation/complete-guide-for-creating-a-culture-of-innovation-in-your-organization/
JDO 2019: Guardians of Culture Examining the Role of a CTO - Heather WildePROIDEA
There is no doubt that it is the job of the CEO to define the culture, lay out the vision and overall direction of the company. To whom do they turn to execute on that vision, though? The job of a CTO now lays not just in technology, but in ensuring that there is a culture-based infrastructure that runs through the entire company. Maintaining that vision and leading the company to stay consistent in both product lines and consumer voice is arguably the most important job of a CTO today.
Madinah institute Webinar 'The Wisdom Chronicles - Competing to Win' A book...Dr. Ted Marra
Here is a Webinar which provides further insight into my book, 'The Wisdom Chronicles: Competing to Win'. If you look at the slides in 'notes' format, you will see some of the comments I made as well. Enjoy.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
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.
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
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.
3. @markdrasutis
what I am going to cover today:
1/ disruption & innovation:
what do these mean for your business
2/ complex adaptive systems:
a whole of business challenge & approach
3/ evolutionary edge:
lessons from the startup world applied within a corporate
4/ key takeaways:
elements for you to test & learn in your world
7. @markdrasutis
mobile has eaten our world
mass media moving to masses of media
time is our primary competitor
curation has huge value but now distributed
trust is fluid but people trust news & media brands, just
on their terms & their preferred platform
9. driving disruption isn’t necessarily about developing something entirely new.
it can be about assembling already existing elements into a disruptive whole.
disruption isn’t only about technology.
it can also mean developing new ways to deliver value through a new business
model.
technologies don’t simply replace other technologies.
rather, systems replace systems.
customers don’t care about inventions or innovations.
What most customers care about is what job a product or service enables them to
do that they couldn’t do, or do well enough, before.
@markdrasutis
36. values/beliefs
the philosophy for everything a company does, essentially what it stands for
stories/myths
stories about how leaders/employees get over obstacles, win new orders…
heroes
what gets rewarded and celebrated, how do you become a hero in the organization?
rituals
what and how does a company celebrate?
@markdrasutis
39. values/beliefs
assess your company’s current values and beliefs as understood by the employees
stories/myths
communicate the need for new values and moving employees to a new way of thinking, is
hard. It starts with thinking through the new values and beliefs the company wants to live by
heroes
plan a concerted effort to create a new set of stories, heroes and rituals around those values
rituals
simultaneously with the creation of new culture, align the company’s incentive programs
(compensation plans, bonuses, promotions, etc.) to the new values. (Failure to realign
incentives doom any new culture change.)
@markdrasutis
45. awareness
devised (and adapted) through perception of the environment around you and in anticipation
of probable conditions of disruption
alignment
delivered in harmony among teams and individuals
scared cows
defining the level of risk you are willing to take & what are your sacred cows then challenge
them
mutually beneficial
defined as a shared outcome with customers, partners and employees
supported
embraced by individuals, fed by resources and budget
@markdrasutis
47. consumer obsessed
teams designed around explicit and measurable customer facing outcomes; over channels or
disciplines that deliver value & impact
lean & autonomous
teams populated with only the members essential to the work; that value & impact (e.g. pizza
teams); are diverse & able to operate without interference or interdependence and able to fail
safe
porous
internal structures which are permeable to additional resources, communities, partners, and all
other teams
self-organizing
teams granted the authority and resources to assemble, adapt, or disband based on evidence
@markdrasutis
49. simple
systems which are intuitive, uncomplicated, and interoperable. every team is part of the same
system
transparent
systems which are explicit and distributed
plastic
systems which are malleable in pursuit of the organization’s strategy and in support of the
organization’s structure. disruption can trigger quick change
automated
beneficial systems which initiate or take place without conscious human action. they are not
forced, they are fluid & natural
@markdrasutis
50. @markdrasutis
but how do I go about all
of this?
some lessons from us to
help you start the journey
51. steer towards the upset or emerging needs of your customer
if there is no identifiable internal or external customer, disband the project
steer towards reducing internal misalignment
listen to the business, spot the misalignment. move from a telling business, to a
listening & telling business
steer towards being more autonomous teams
can the team alone take an idea to the customer and validate it/test the hypothesis
steer towards simplifying structures & systems
stop getting in your own way, and if you do, change the system & adapt the
structure to reduce friction
@markdrasutis
63. listen & adapt
get out of the office, the
customers are giving you
signals everyday. get closer to
your disruptors
@markdrasutis
64. simple execution
put the product into the hands
of your customers & learn
from the data & fail fast
@markdrasutis
65. SuperFan
Understanding the needs
of an NRL & AFL fan
Recombining the best from
all News Corp Australia
brands around a passion
@markdrasutis
66. startup connection:
we fund the spaces where
startups grow & are incubated,
allowing us to track & operate
like our disruptors ...more to
come here
@markdrasutis
69. quiet change & whole business challenge
don’t tell people what to think, show them the path & take them on the journey
adaptability & evolutionary edge
create strategies, structures & systems which are plastic & can respond to change
flocking & steering
smaller teams, tighter focus, tangible & measurable outcomes, then move & scale
quickly
customer fixation
focus on the customer need, improving their lives & the ‘jobs to be done’
acceptance of failure
create a culture which is happy to take risk, fail fast & learn from every action &
reaction
@markdrasutis