A slideshow I use when I give a one-day talk on organizational change. Part of a three module executive education program at IFL - Stockholm School of Economics.
National Agricultural Innovation Project (NAIP), ICAR and the International Food Policy Research Institute (IFPRI) organized a two day workshop on ‘Impact of capacity building programs under NAIP’ on June 6-7, 2014 at AP Shinde Auditorium, NASC Complex, Pusa, New Delhi. The main purpose of the workshop was to present and discuss the findings of the impact evaluation study on capacity building programs under NAIP by IFPRI. The scientists from ICAR and agricultural universities were sent abroad to receive training in specialized research techniques. Post-training, scientists were expected to work on collaborative projects within the ICAR, which would further enrich their knowledge and skills, expand their research network and stimulate them’ to improve their productivity, creativity and quality of their research. The ICAR commissioned with IFPRI (International Food Policy Research Institute) to undertake an evaluation of these capacity building programs under NAIP in July 2012. The workshop shared the findings on the impact of capacity building programs under NAIP and evolve strategies for future capacity building programs
A slideshow I use when I give a one-day talk on organizational change. Part of a three module executive education program at IFL - Stockholm School of Economics.
National Agricultural Innovation Project (NAIP), ICAR and the International Food Policy Research Institute (IFPRI) organized a two day workshop on ‘Impact of capacity building programs under NAIP’ on June 6-7, 2014 at AP Shinde Auditorium, NASC Complex, Pusa, New Delhi. The main purpose of the workshop was to present and discuss the findings of the impact evaluation study on capacity building programs under NAIP by IFPRI. The scientists from ICAR and agricultural universities were sent abroad to receive training in specialized research techniques. Post-training, scientists were expected to work on collaborative projects within the ICAR, which would further enrich their knowledge and skills, expand their research network and stimulate them’ to improve their productivity, creativity and quality of their research. The ICAR commissioned with IFPRI (International Food Policy Research Institute) to undertake an evaluation of these capacity building programs under NAIP in July 2012. The workshop shared the findings on the impact of capacity building programs under NAIP and evolve strategies for future capacity building programs
Leading through change workshop flow summaryIrina Burgess
key slides from interactive workshop on leading through change. Participants create their own video pitch to immediately transfer theory to practice within the workshop.
Debra Dupree, MFT and Advanced Practitioner in Workpace Mediation, offers viewers insight as to how Work Climate studies represent a critical step in managing organizational conflict. WCS reflect a crucial element in any integrated conflict management system. For more information on Work Climate Studies and the services available through Debra Dupree, contact her at 1-800-743-1973.
Great book about motivation "Drive" - by Dan PinkHubert Golec
Hi,
My passion is reading books about soft skills and self-development.
Some time ago I have read great book by Daniel Pink "Drive: Surprising Truth about what Motivates Us".
It inspired me to create short presentation. I'd like to share it.
If you have not read the book yet, maybe those slides will encourage you. to read it.
Best regards
Hubert
How People Work and how you can help them to give their bestRoderic Gray
Roderic Gray's book "How People Work and how you can help them to give their best" explains why people at work behave the way they do, and how managers, business students and consultants can get the best performance from their people and from themselves
GreenBiz 17 Tutorial Slides: "Transformative Organizational Success through L...GreenBiz Group
Many sustainability programs struggle because they are developed or integrated in ways that miss important organizational dimensions. Participants will learn how to incorporate four key pillars of success for lasting, sustainable change: leadership, strategy, communication and global-context. This cross-functional team of expert practitioners and faculty will provide insights on how to:
Create and identify sustainability strategies that promote broad organizational success through an effective suite of actions.
Apply global sustainability principles to your specific organizational context by integrating your organization's own perspective through a lens of sustainability with a global-context.
Employ leadership competencies and behaviors that are critical to leading lasting, transformational change.
Communicate effectively about sustainability with key stakeholders and audiences.
Leading through change workshop flow summaryIrina Burgess
key slides from interactive workshop on leading through change. Participants create their own video pitch to immediately transfer theory to practice within the workshop.
Debra Dupree, MFT and Advanced Practitioner in Workpace Mediation, offers viewers insight as to how Work Climate studies represent a critical step in managing organizational conflict. WCS reflect a crucial element in any integrated conflict management system. For more information on Work Climate Studies and the services available through Debra Dupree, contact her at 1-800-743-1973.
Great book about motivation "Drive" - by Dan PinkHubert Golec
Hi,
My passion is reading books about soft skills and self-development.
Some time ago I have read great book by Daniel Pink "Drive: Surprising Truth about what Motivates Us".
It inspired me to create short presentation. I'd like to share it.
If you have not read the book yet, maybe those slides will encourage you. to read it.
Best regards
Hubert
How People Work and how you can help them to give their bestRoderic Gray
Roderic Gray's book "How People Work and how you can help them to give their best" explains why people at work behave the way they do, and how managers, business students and consultants can get the best performance from their people and from themselves
GreenBiz 17 Tutorial Slides: "Transformative Organizational Success through L...GreenBiz Group
Many sustainability programs struggle because they are developed or integrated in ways that miss important organizational dimensions. Participants will learn how to incorporate four key pillars of success for lasting, sustainable change: leadership, strategy, communication and global-context. This cross-functional team of expert practitioners and faculty will provide insights on how to:
Create and identify sustainability strategies that promote broad organizational success through an effective suite of actions.
Apply global sustainability principles to your specific organizational context by integrating your organization's own perspective through a lens of sustainability with a global-context.
Employ leadership competencies and behaviors that are critical to leading lasting, transformational change.
Communicate effectively about sustainability with key stakeholders and audiences.
Transitions are a critical time for leaders at all levels. Missteps made during the crucial first three months in a new role can jeopardize your success.
In this updated and expanded version of the international bestseller, Michael D. Watkins offers proven strategies for conquering the challenges of taking on a new role — no matter where you are in your career. Watkins, a noted expert on leadership transitions, also addresses today’s increasingly demanding professional landscape, where managers face more frequent changes and steeper expectations when they start their new jobs.
Whether you’re starting a new job, being promoted from within, or embarking on an overseas assignment, this is the guide you’ll need to succeed in your first 90 days — and beyond.
The truth is, all corporations share the same basic structure and the higher your position on the corporate ladder, the more difficult advancement becomes. Women are conquering self-doubt, personal fears and cultural stereotypes as they steadily climb the corporate ladder. In this session, we will focus on the defining the challenges faced by successful women, strategies they used to overcome obstacles and skills that served them well along the way.
Summary from "Leadership That Get Result" article by Daniel Goleman.
On this slide you will find that Leadership Style is something that can be mastered and have big influence in organizational performance (even financial !!!). And good leaders are them who can master some leadership style and not only depend on their own character.
Enjoy the slide, hope you guys like it.
All credits goes to Daniel Goleman and HayGroup.
For download full article : http://www.haygroup.com/downloads/fi/leadership_that_gets_results.pdf
The need for someone to 'do the job' can be your greatest enemy. In many organizations that have grown beyond owning a single outlet, one of the biggest challenges operators face is finding good managers.
43. EFFECTIVE DECISIONS “Executives are not paid for doing things they like to do. They are paid for getting the right things done - most of all in their specific task, the making of effective decisions.”
The first five are tangible The last three are intangible Must set goals for all eight Must also consider the time frame
Unique Production House, building, aircraft carrier, power plant Mass Prod. – Old Style Uniform production “Any color as long as it is black” Mass Prod. – New Style Use uniform parts to create diversified products – current cars Process Production Oil refinery Different Mgmt principles are required for the three types of production, and the firm will maximize output only if it understands the principles that relate to its method of production
Doing an excellent job is good But managers must not lose sight of the big picture Too many managers say that there job is Managing the engineering staff, or supervising the accounting staff The response needs to be “I am helping the company’s engineers satisfy customer needs and wants” “I am providing financial information to top mgmt so they can make good decisions”
Usually prepared and reviewed annually “The greatest advantage of MBO is that it makes it possible for a manager to control his own performance. Self Control means stronger motivation – a desire to do the best rather than just enough to get by” The hand out is of this Chapter, and also mentions GE’s traveling auditors
Dan Schaeffer probably should read the section on the relationship between the CEO and the Board GE has Crotonville and the New Manager Development Course
“ The most mature and most cogent statement on Scientific Management is still the testimony Taylor gave before the House of Representatives in 1912.” LWS - Foreman has the toughest job. Workers view him as mgmt. Mgmt views him as a worker
A mission stmt has to focus on what the instituion really tries to do, and then do it so that everybody in the organization can say, “This is my contribution to the goal” Mission for an emergency room “To give assurance to the afflicted” Mission involves hard choices – Needs are unlimited Must always be ready to innovate How to Pick a Leader What are the strengths (not weaknesses!) of the candidates What is the key challenge of the institution Look at the candidates for character/integrity Girl Scouts Setting Goals Max De Pree Leadership Max De Pree is also a member of the Board of Fuller Theological Seminary
A mission stmt has to focus on what the instituion really tries to do, and then do it so that everybody in the organization can say, “This is my contribution to the goal” Mission for an emergency room “To give assurance to the afflicted” Mission involves hard choices – Needs are unlimited Must always be ready to innovate How to Pick a Leader What are the strengths (not weaknesses!) of the candidates What is the key challenge of the institution Look at the candidates for character/integrity Girl Scouts Setting Goals Max De Pree Leadership Max De Pree is also a member of the Board of Fuller Theological Seminary
Napoleon said that to wage a war you need three things Money, money, money Mission and plans are good intentions But need strategies to convert what you want to do into accomplishments. Strategy Clearly define a Goal That goal must be converted into specific results, specific targets, specific audience, specific market area Develop marketing plans and efforts Communication and training Logistics – What resources are required? When and How will you measure results Northwestern Defining the Market Amer Heart Assoc Building the Donor Constituency Amer Heart Assoc says that have different marketing campaigns for different neighborhoods
Basic Dos and Donts Dissent is Essential; Feuding and Bickering is Not Don’t tolerate discourtesy Do build the organization around information and communication Do take responsibility for upward communication Do build mutual trust Standard Setting Placement and Appraisal Do have an Outside Focus Effective Decisions Opportunity vs. Risk Need For Dissent “ If we always both agree, one of us is not needed” Conflict Resolution MARY PARKER FOLLETT From Decision to Action
The Effective Board Tell the Board 110% of the Bad News, 90% of the Good News
What do you want to be remembered for Read about Joseph Schumpeter on page 202