Ecsell Summit 2014: Excellence Matters
•Download as PPTX, PDF•
0 likes•325 views
This document summarizes a presentation given by Bret L. Simmons, Ph.D. at the Ecsell Summit on April 15, 2014 about excellence. The presentation covered individual and organizational excellence, reciprocity styles of takers, matchers and givers. It also discussed concepts like concern for self vs others, relationships, motivation, learning, accountability, removing bad influences, and commitments to excellence. The document provides an outline and notes for the 90 minute presentation.
Report
Share
Report
Share
Recommended
Agile camp2016 team toxins
This document discusses team toxins and how to address them. It identifies common toxins like stonewalling, defensiveness, blaming, and contempt. Left unchecked, these toxins can create negative conflict. The document recommends being aware of toxins and preparing yourself by developing working agreements and a conflict protocol with the team. This establishes expectations for how team members will communicate respectfully and handle disagreements. With intervention, toxins can be addressed before leading to increased conflict.
Leading Without Authority
The document discusses strategies for leading without formal authority. It suggests leading by asking questions to understand various perspectives, embrace responsibility and share lessons learned. It also recommends leading by answering "why" questions to provide insight and inspire others. Additionally, it advises leading with enthusiasm as emotions are contagious, and people are drawn to passionate leaders who raise energy levels and rally others around a shared vision, even without a formal position of authority.
Leading with and without authority
This document discusses leading with and without authority and the process of leadership. It notes that leadership requires assuming responsibility for engaging with others and using influence to pursue changes that further a shared purpose. It also addresses integrity, reciprocity styles that include takers, matchers and givers, and how concern for others and self-interest impact leadership approaches.
11 nov cass happy manifesto launch
The document discusses how to create a great workplace by focusing on employee needs and well-being. It recommends establishing trust between managers and employees, making employees feel good through open communication and support, giving freedom within clear guidelines, recruiting for attitude over skills, celebrating mistakes, and selecting managers who are good at supporting others. The overall message is that people work best when their physical, social, and self-fulfillment needs are met.
Ann's class
The document discusses different human resources management situations that a manager may face, including employees struggling to work together, complaints about leadership, unfulfilled promises from peers, relationship issues with a supervisee, and disconnect between upper management and front-line staff. It then asks which type of support would be most helpful in dealing with these situations: a mentor, a peer to ask questions, or having someone with more experience directly address the problem. The document provides questions to consider when facing difficult situations at work.
Chapter8.managingconflict
This document discusses conflict, how it can be both positive and negative, and ways to manage it. It defines conflict as differences in opinions, attitudes, or goals that can arise from personal or workplace interactions. While conflict can decrease productivity and morale, it can also lead to new ideas if resolved constructively. The document recommends building relationships, discussing issues early, controlling angry language, and problem-solving to prevent conflict from escalating. It outlines types of conflict, phases from spark to resolution, and techniques like avoidance, accommodation, and confrontation to deal with conflict, emphasizing a six-step problem-solving approach to find the best solution.
The 5 Dysfunctions of a Team
To maximize your organizational leadership and team work you have to deal with the 5 Dysfunctions first.
Feedback is the new black - Building Trust to Scale
It’s no secret that feedback is an important tool for continuous improvement and building trust within your team. So why is feedback still so darn difficult? And why do we still rely on managers to do the heavy lifting here?
Presented at Atlassian Summit 2019 in Las Vegas.
Recommended
Agile camp2016 team toxins
This document discusses team toxins and how to address them. It identifies common toxins like stonewalling, defensiveness, blaming, and contempt. Left unchecked, these toxins can create negative conflict. The document recommends being aware of toxins and preparing yourself by developing working agreements and a conflict protocol with the team. This establishes expectations for how team members will communicate respectfully and handle disagreements. With intervention, toxins can be addressed before leading to increased conflict.
Leading Without Authority
The document discusses strategies for leading without formal authority. It suggests leading by asking questions to understand various perspectives, embrace responsibility and share lessons learned. It also recommends leading by answering "why" questions to provide insight and inspire others. Additionally, it advises leading with enthusiasm as emotions are contagious, and people are drawn to passionate leaders who raise energy levels and rally others around a shared vision, even without a formal position of authority.
Leading with and without authority
This document discusses leading with and without authority and the process of leadership. It notes that leadership requires assuming responsibility for engaging with others and using influence to pursue changes that further a shared purpose. It also addresses integrity, reciprocity styles that include takers, matchers and givers, and how concern for others and self-interest impact leadership approaches.
11 nov cass happy manifesto launch
The document discusses how to create a great workplace by focusing on employee needs and well-being. It recommends establishing trust between managers and employees, making employees feel good through open communication and support, giving freedom within clear guidelines, recruiting for attitude over skills, celebrating mistakes, and selecting managers who are good at supporting others. The overall message is that people work best when their physical, social, and self-fulfillment needs are met.
Ann's class
The document discusses different human resources management situations that a manager may face, including employees struggling to work together, complaints about leadership, unfulfilled promises from peers, relationship issues with a supervisee, and disconnect between upper management and front-line staff. It then asks which type of support would be most helpful in dealing with these situations: a mentor, a peer to ask questions, or having someone with more experience directly address the problem. The document provides questions to consider when facing difficult situations at work.
Chapter8.managingconflict
This document discusses conflict, how it can be both positive and negative, and ways to manage it. It defines conflict as differences in opinions, attitudes, or goals that can arise from personal or workplace interactions. While conflict can decrease productivity and morale, it can also lead to new ideas if resolved constructively. The document recommends building relationships, discussing issues early, controlling angry language, and problem-solving to prevent conflict from escalating. It outlines types of conflict, phases from spark to resolution, and techniques like avoidance, accommodation, and confrontation to deal with conflict, emphasizing a six-step problem-solving approach to find the best solution.
The 5 Dysfunctions of a Team
To maximize your organizational leadership and team work you have to deal with the 5 Dysfunctions first.
Feedback is the new black - Building Trust to Scale
It’s no secret that feedback is an important tool for continuous improvement and building trust within your team. So why is feedback still so darn difficult? And why do we still rely on managers to do the heavy lifting here?
Presented at Atlassian Summit 2019 in Las Vegas.
How To Build Highly Functional Teams
This document discusses the importance of teamwork and identifies the five dysfunctions of a team: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. It explains each dysfunction and provides examples of behaviors that result when a team struggles with that dysfunction. For each dysfunction, it also provides suggestions for activities and processes that teams can use to build trust, have constructive conflict, make clear commitments, ensure accountability among members, and stay focused on achieving results. The overall message is that strong teamwork requires addressing these five dysfunctions.
Self-Steem by Dr. Hana Adams
Presentation done in the Spanish classroom by Dr. Hana Adams to help in our project: "Every piece of wood could be a violin"
Stages of teamdevelopment chrischew
The document discusses models of team development and dysfunctions that can inhibit teams. It describes Tuckman's stages of team development as forming, storming, norming, performing, and adjourning. It then explains Lencioni's five dysfunctions of a team as the absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. Cohesive teams are said to trust each other, engage in open conflict, commit to decisions, hold each other accountable, and focus on results.
Feedback Is the New Black: Building Trust So You Can Scale
It's no secret that feedback is an important tool for continuous improvement and building trust within your team. So why is feedback still so darn difficult? Any why do we still rely on managers to do the heavy lifting here?
Join Dom Katz, an Agile Coach who has worked with teams from startups to governments, as he discusses why building trust is a crucial component in allowing teams to be more autonomous, and how peer-to-peer feedback fits into the picture. You'll walk away equipped with techniques for giving and getting better feedback – and a little extra empathy, too.
Social Media Integration Is Like Watching Iron Chef
Integrating social media across your organization takes skill. Like an Iron Chef, have you got what it takes to be successful?
Team maturity - How to cultivate a team mentality
This is based on the book 5 Dysfunctions of a team by Patrick Lencioni. It's target audience is any person that fills a leadership role, be it on an executive level or not.
Founder Communication Workshop - 04/23/15
The document discusses effective leadership and team communication. It provides tips for giving and receiving feedback, including focusing on specific behaviors, describing the impact on yourself, and avoiding judgments. Effective feedback aims for joint problem solving rather than telling others what is wrong. Leaders are encouraged to be more open and vulnerable to build trust and connection with their team.
Stanford Class Presidents, Session One: Feedback
In October/November 2015 I'm doing a two-part seminar on Feedback & Coaching with the Stanford Senior Class Presidents. This is my deck from Session One on Feedback.
"I Hate Working With You!" Conflict Resolution for Your Advising Center
This was presented at the National Academic Advising Association (NACADA) South Central Region 7 Conference - New Orleans, LA May 4th, 2009; The African American Leadership Conference (AALC) - San Marcos, TX September 12, 2009; The Texas State Leadership Conference - San Marcos, TX September 26, 2009; The University of Texas at San Antonio (UTSA) Advising Conference - San Antonio, TX December 4, 2009; The University of Texas at Austin Professional Development Day, Austin, TX February 10, 2010; Texas Academic Advising Network (TEXAAN) State Conference, San Marcos, TX February 19, 2010; Texas State University - San Marcos Professional Development Workshop September 7 & 8, 2010; National Academic Advising Association (NACADA) National Conference - Orlando, FL. October 6, 2010; and at the Delta Sigma Theta Sorority, Inc. Women’s Retreat – San Marcos, TX, October 2011.
How to Take Feedback by Steve M Friedman
The document provides guidance on how to effectively get and use feedback. It recommends asking for feedback from peers at a similar level and in small groups. It emphasizes focusing on reductive rather than additive feedback, and clarifying feedback with questions rather than arguing. The key rules outlined are to never argue, remember you want to know what's wrong, consider reductive feedback as usually correct, see additive feedback as potentially covering reductive issues, ask clarifying questions but not to argue, and get feedback from multiple sources.
How to become more powerful
14 steps that will help you become a more powerful individual to assist in career progression and personal growth.
Five Fears of Leaders at Vanderbilt University
The document discusses 5 common fears that leaders experience: (1) doubting their ability to do the job, (2) worrying that their team won't like them, (3) fearing failure in their new role, (4) questioning whether they are worthy of being a leader, and (5) worrying that their flaws or shortcomings will be discovered. For each fear, the document provides examples of challenges leaders may face and risks to the leader and organization. It also offers suggestions on how leaders can address each fear, such as building problem-solving skills, establishing clear expectations, and developing self-confidence independent of work achievements.
Class session 4 remember the titans
This document discusses group dynamics and the five dysfunctions of a team. It outlines Tuckman's stages of group development (forming, storming, norming, performing, adjourning) and ways to promote cohesiveness in groups such as increasing contact time and encouraging external threats. It also describes the five dysfunctions of a team according to Lencioni: lack of trust, fear of conflict, avoidance of accountability, inattention to results, and absence of commitment. Each dysfunction is then explained in how it relates to the others. References are also provided at the end from sources on group dynamics, team building, and productive workplaces.
Groups and teams class session 3
This document discusses managing conflict within teams. It addresses why a lack of conflict can be problematic for teams and identifies healthy and unhealthy sources of conflict. It also discusses different approaches to conflict resolution such as negotiation, mediation, arbitration, and avoiding or addressing conflict. The document emphasizes that conflict is a normal part of teams when it is focused on tasks rather than personal attacks, and that some level of disagreement and questioning among team members is acceptable and can lead to better outcomes than suppressed conflict. It provides frameworks for understanding the nature of conflict and strategies for constructively addressing disagreements.
Teaming Workshops
Danielle MacInnis is an experienced facilitator who runs teaming workshops. She draws on her experience in various roles to keep discussions focused on team goals and address unproductive behaviors. Common reasons teams fail include personal agendas taking priority over team effort and a lack of shared vision. Her workshops explore the five dysfunctions of a team according to Patrick Lencioni: lack of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. Activities are used to build trust and address each dysfunction.
High performing teams in leadership now
Team leadership requires focusing collective energy on goals and tasks. A team is defined as a group with complementary skills that generates synergy through coordinated effort. To maintain alignment, teams should establish a few simple operating principles and goals, focus on outcomes as rewards, agree on regular processes, and resolve only conflicts impeding goals. High performing teams experience work as rewarding, participate in agreed upon processes, have a common understanding of goals and roles, easily resolve conflicts with minimal disruption, and help each other progress professionally.
Habit4 of 7 habits of highly effective people
This document discusses the concept of win-win relationships and interactions. It explains that win-win seeks mutual benefit where both sides gain, rather than one side winning at the expense of the other. Achieving win-win requires cultivating characteristics like integrity, maturity, and an abundance mentality. It also means focusing on understanding others, keeping commitments, clarifying expectations, and apologizing sincerely to build up the "emotional bank account." If a true win-win is not possible, it may be better to have no deal at all rather than settle for lose-win, win-lose, or lose-lose outcomes. The document advocates applying win-win thinking across five dimensions: character, relationships, agreements, supporting systems
5 Dysfunctions of a DevOps Team - Velocity Ignite 2014 - ScriptRock
DevOps is a human problem and a leadership problem. Building a DevOps culture requires more than giving developers root, installing a configuration management tool, using a source code repository, and proclaiming ‘yes, we’re a DevOps shop.” At the end of the day all aspects of the people, process, technology continuums get impacted by DevOps. Patrick Lencioni’s "Five Dysfunctions of a Team–A Leadership Fable" is an outstanding business book that uses a model of 5 dysfunctions of a team that affect team performance.
Patrick Lencioni’s "Five Dysfunctions of a Team–A Leadership Fable" is an outstanding business book that uses a model of 5 dysfunctions of a team that affect team performance. They are:
1. Absence of Trust
2. Fear of Conflict
3. Lack of Commitment
4. Avoidance of Accountability
5. Inattention to Results
How Teams Work My Team Has Problems
The document discusses how to address problems in project teams. It recommends identifying the source of problems using a goals-roles-procedures-interactions pyramid, having the team complete a survey to pinpoint issues, and following guidelines to deal with different types of problems, such as interpersonal conflicts. The document provides examples of how to determine the root cause of problems related to relationships, procedures, or roles and take appropriate actions to get the team back on track.
TeamWork
The document outlines key tips for having a successful team which include agreeing on common goals, supporting one another, communicating effectively, understanding individual roles, showing respect, recognizing individual contributions, being a team player rather than focusing on individual stats, and following these tips will lead to success.
Multimedia
Este documento define multimedia y describe sus clasificaciones, ventajas y usos. Explica que multimedia es un sistema de comunicación que combina texto, gráficos, audio y video. Se clasifica en interactiva, lineal e hipermedia según el control del usuario. Ofrece ventajas como mejorar la retención de información y mantener la atención. Se usa en negocios, escuelas, el hogar y lugares públicos. Detalla los tipos de información que la componen y los pasos para su creación.
Ch7
This document discusses relational database design and normalization. It introduces key concepts like functional dependencies, normal forms including first, second, third and Boyce-Codd normal form. Normalization aims to decompose relations into good forms to avoid redundancy and anomalies. Functional dependencies are used to test relations and determine dependencies between attributes. The closure of functional dependencies and attribute sets are computed to help determine candidate keys and whether dependencies hold. A canonical cover represents a minimal set of dependencies.
More Related Content
What's hot
How To Build Highly Functional Teams
This document discusses the importance of teamwork and identifies the five dysfunctions of a team: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. It explains each dysfunction and provides examples of behaviors that result when a team struggles with that dysfunction. For each dysfunction, it also provides suggestions for activities and processes that teams can use to build trust, have constructive conflict, make clear commitments, ensure accountability among members, and stay focused on achieving results. The overall message is that strong teamwork requires addressing these five dysfunctions.
Self-Steem by Dr. Hana Adams
Presentation done in the Spanish classroom by Dr. Hana Adams to help in our project: "Every piece of wood could be a violin"
Stages of teamdevelopment chrischew
The document discusses models of team development and dysfunctions that can inhibit teams. It describes Tuckman's stages of team development as forming, storming, norming, performing, and adjourning. It then explains Lencioni's five dysfunctions of a team as the absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. Cohesive teams are said to trust each other, engage in open conflict, commit to decisions, hold each other accountable, and focus on results.
Feedback Is the New Black: Building Trust So You Can Scale
It's no secret that feedback is an important tool for continuous improvement and building trust within your team. So why is feedback still so darn difficult? Any why do we still rely on managers to do the heavy lifting here?
Join Dom Katz, an Agile Coach who has worked with teams from startups to governments, as he discusses why building trust is a crucial component in allowing teams to be more autonomous, and how peer-to-peer feedback fits into the picture. You'll walk away equipped with techniques for giving and getting better feedback – and a little extra empathy, too.
Social Media Integration Is Like Watching Iron Chef
Integrating social media across your organization takes skill. Like an Iron Chef, have you got what it takes to be successful?
Team maturity - How to cultivate a team mentality
This is based on the book 5 Dysfunctions of a team by Patrick Lencioni. It's target audience is any person that fills a leadership role, be it on an executive level or not.
Founder Communication Workshop - 04/23/15
The document discusses effective leadership and team communication. It provides tips for giving and receiving feedback, including focusing on specific behaviors, describing the impact on yourself, and avoiding judgments. Effective feedback aims for joint problem solving rather than telling others what is wrong. Leaders are encouraged to be more open and vulnerable to build trust and connection with their team.
Stanford Class Presidents, Session One: Feedback
In October/November 2015 I'm doing a two-part seminar on Feedback & Coaching with the Stanford Senior Class Presidents. This is my deck from Session One on Feedback.
"I Hate Working With You!" Conflict Resolution for Your Advising Center
This was presented at the National Academic Advising Association (NACADA) South Central Region 7 Conference - New Orleans, LA May 4th, 2009; The African American Leadership Conference (AALC) - San Marcos, TX September 12, 2009; The Texas State Leadership Conference - San Marcos, TX September 26, 2009; The University of Texas at San Antonio (UTSA) Advising Conference - San Antonio, TX December 4, 2009; The University of Texas at Austin Professional Development Day, Austin, TX February 10, 2010; Texas Academic Advising Network (TEXAAN) State Conference, San Marcos, TX February 19, 2010; Texas State University - San Marcos Professional Development Workshop September 7 & 8, 2010; National Academic Advising Association (NACADA) National Conference - Orlando, FL. October 6, 2010; and at the Delta Sigma Theta Sorority, Inc. Women’s Retreat – San Marcos, TX, October 2011.
How to Take Feedback by Steve M Friedman
The document provides guidance on how to effectively get and use feedback. It recommends asking for feedback from peers at a similar level and in small groups. It emphasizes focusing on reductive rather than additive feedback, and clarifying feedback with questions rather than arguing. The key rules outlined are to never argue, remember you want to know what's wrong, consider reductive feedback as usually correct, see additive feedback as potentially covering reductive issues, ask clarifying questions but not to argue, and get feedback from multiple sources.
How to become more powerful
14 steps that will help you become a more powerful individual to assist in career progression and personal growth.
Five Fears of Leaders at Vanderbilt University
The document discusses 5 common fears that leaders experience: (1) doubting their ability to do the job, (2) worrying that their team won't like them, (3) fearing failure in their new role, (4) questioning whether they are worthy of being a leader, and (5) worrying that their flaws or shortcomings will be discovered. For each fear, the document provides examples of challenges leaders may face and risks to the leader and organization. It also offers suggestions on how leaders can address each fear, such as building problem-solving skills, establishing clear expectations, and developing self-confidence independent of work achievements.
Class session 4 remember the titans
This document discusses group dynamics and the five dysfunctions of a team. It outlines Tuckman's stages of group development (forming, storming, norming, performing, adjourning) and ways to promote cohesiveness in groups such as increasing contact time and encouraging external threats. It also describes the five dysfunctions of a team according to Lencioni: lack of trust, fear of conflict, avoidance of accountability, inattention to results, and absence of commitment. Each dysfunction is then explained in how it relates to the others. References are also provided at the end from sources on group dynamics, team building, and productive workplaces.
Groups and teams class session 3
This document discusses managing conflict within teams. It addresses why a lack of conflict can be problematic for teams and identifies healthy and unhealthy sources of conflict. It also discusses different approaches to conflict resolution such as negotiation, mediation, arbitration, and avoiding or addressing conflict. The document emphasizes that conflict is a normal part of teams when it is focused on tasks rather than personal attacks, and that some level of disagreement and questioning among team members is acceptable and can lead to better outcomes than suppressed conflict. It provides frameworks for understanding the nature of conflict and strategies for constructively addressing disagreements.
Teaming Workshops
Danielle MacInnis is an experienced facilitator who runs teaming workshops. She draws on her experience in various roles to keep discussions focused on team goals and address unproductive behaviors. Common reasons teams fail include personal agendas taking priority over team effort and a lack of shared vision. Her workshops explore the five dysfunctions of a team according to Patrick Lencioni: lack of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. Activities are used to build trust and address each dysfunction.
High performing teams in leadership now
Team leadership requires focusing collective energy on goals and tasks. A team is defined as a group with complementary skills that generates synergy through coordinated effort. To maintain alignment, teams should establish a few simple operating principles and goals, focus on outcomes as rewards, agree on regular processes, and resolve only conflicts impeding goals. High performing teams experience work as rewarding, participate in agreed upon processes, have a common understanding of goals and roles, easily resolve conflicts with minimal disruption, and help each other progress professionally.
Habit4 of 7 habits of highly effective people
This document discusses the concept of win-win relationships and interactions. It explains that win-win seeks mutual benefit where both sides gain, rather than one side winning at the expense of the other. Achieving win-win requires cultivating characteristics like integrity, maturity, and an abundance mentality. It also means focusing on understanding others, keeping commitments, clarifying expectations, and apologizing sincerely to build up the "emotional bank account." If a true win-win is not possible, it may be better to have no deal at all rather than settle for lose-win, win-lose, or lose-lose outcomes. The document advocates applying win-win thinking across five dimensions: character, relationships, agreements, supporting systems
5 Dysfunctions of a DevOps Team - Velocity Ignite 2014 - ScriptRock
DevOps is a human problem and a leadership problem. Building a DevOps culture requires more than giving developers root, installing a configuration management tool, using a source code repository, and proclaiming ‘yes, we’re a DevOps shop.” At the end of the day all aspects of the people, process, technology continuums get impacted by DevOps. Patrick Lencioni’s "Five Dysfunctions of a Team–A Leadership Fable" is an outstanding business book that uses a model of 5 dysfunctions of a team that affect team performance.
Patrick Lencioni’s "Five Dysfunctions of a Team–A Leadership Fable" is an outstanding business book that uses a model of 5 dysfunctions of a team that affect team performance. They are:
1. Absence of Trust
2. Fear of Conflict
3. Lack of Commitment
4. Avoidance of Accountability
5. Inattention to Results
How Teams Work My Team Has Problems
The document discusses how to address problems in project teams. It recommends identifying the source of problems using a goals-roles-procedures-interactions pyramid, having the team complete a survey to pinpoint issues, and following guidelines to deal with different types of problems, such as interpersonal conflicts. The document provides examples of how to determine the root cause of problems related to relationships, procedures, or roles and take appropriate actions to get the team back on track.
TeamWork
The document outlines key tips for having a successful team which include agreeing on common goals, supporting one another, communicating effectively, understanding individual roles, showing respect, recognizing individual contributions, being a team player rather than focusing on individual stats, and following these tips will lead to success.
What's hot (20)
Feedback Is the New Black: Building Trust So You Can Scale
Feedback Is the New Black: Building Trust So You Can Scale
Social Media Integration Is Like Watching Iron Chef
Social Media Integration Is Like Watching Iron Chef
"I Hate Working With You!" Conflict Resolution for Your Advising Center
"I Hate Working With You!" Conflict Resolution for Your Advising Center
5 Dysfunctions of a DevOps Team - Velocity Ignite 2014 - ScriptRock
5 Dysfunctions of a DevOps Team - Velocity Ignite 2014 - ScriptRock
Viewers also liked
Multimedia
Este documento define multimedia y describe sus clasificaciones, ventajas y usos. Explica que multimedia es un sistema de comunicación que combina texto, gráficos, audio y video. Se clasifica en interactiva, lineal e hipermedia según el control del usuario. Ofrece ventajas como mejorar la retención de información y mantener la atención. Se usa en negocios, escuelas, el hogar y lugares públicos. Detalla los tipos de información que la componen y los pasos para su creación.
Ch7
This document discusses relational database design and normalization. It introduces key concepts like functional dependencies, normal forms including first, second, third and Boyce-Codd normal form. Normalization aims to decompose relations into good forms to avoid redundancy and anomalies. Functional dependencies are used to test relations and determine dependencies between attributes. The closure of functional dependencies and attribute sets are computed to help determine candidate keys and whether dependencies hold. A canonical cover represents a minimal set of dependencies.
Fb best practice_guide
This best practice guide provides strategies for using Facebook effectively for marketing. It outlines five guiding principles for an authentic social media strategy: being social by design, having an authentic brand voice, being interactive, nurturing relationships, and continuous learning. It then details how Facebook can be used to foster various objectives like generating awareness, driving traffic/sales, building loyalty, and gaining insights. The guide provides an overview of Facebook tools and recommendations for an integrated social media approach.
La tipografia
Este documento trata sobre la tipografía y su evolución. Define la tipografía como el arte de disponer correctamente el material de imprimir de acuerdo a un propósito específico. Explica que la tipografía refleja su época y ha evolucionado junto con los avances tecnológicos y artísticos. Además, clasifica las tipografías en dos grupos principales - tipografías con serif y tipografías sans-serif - dependiendo de si tienen o no remates.
Decreto ley 5/2014 de 22 de abril de medidas normativas para reducir las trab...
Decreto ley 5/2014 de 22 de abril de medidas normativas para reducir las trab...José Manuel Arroyo Quero
Decreto Ley 5/2014 de 22 de abril de medidas normativas para reducir las trabas administrativas para las empresas.
es necesario mejorar el entorno administrativo, sin que existan trabas y barreras innecesarias, con procedimientos ágiles y simplificados y rápidas respuestas de la administración a los operadores económicos,
procurando que ningún proyecto de inversión se pierda por trámites burocráticos.
Una mayor burocracia no resulta garantía para conseguir la defensa de los intereses generales y la creación de empleo.5399 5667 01
This document provides an overview of organizational behavior (OB) concepts. It defines OB as the field that studies how individuals, groups and structure impact behavior in organizations. The purpose is to apply this knowledge to improve organizational effectiveness. Key topics covered include management functions and skills, factors influencing manager effectiveness, and the contributions of various behavioral sciences to OB. The challenges of responding to economic pressures and managing diversity in global organizations are also discussed.
Signos de puntuación
El documento habla sobre los signos de puntuación. Explica que los signos de puntuación delimitan frases y párrafos, establecen la jerarquía sintáctica y estructuran el texto. Luego describe los principales tipos de signos de puntuación como el punto, la coma, los dos puntos y el punto y coma, y sus usos.
Viewers also liked (8)
Decreto ley 5/2014 de 22 de abril de medidas normativas para reducir las trab...
Decreto ley 5/2014 de 22 de abril de medidas normativas para reducir las trab...
Similar to Ecsell Summit 2014: Excellence Matters
Lifestyle Leadership - Fraternity
This is a sample presentation that provides an example of the type of prompt that would be used by Leadership Edge in a fraternity setting.
Leadership & Team Development
Slides from recent Leadership & Team Development workshops for clinical leaders (staff nurses and sisters) as part of their professional development programmes.
The Playbook to Scale High-Performance Teams with Gusto COO Lexi Reese
The document provides an overview of key elements that build and maintain trust within a team. It discusses the importance of psychological safety, clear roles and goals, dependability, and ensuring work has impact and meaning. It also notes that trust can be given, earned, shaken and rebuilt through demonstrating authenticity, empathy, logical thinking. Specific actions are recommended, including using SBIF (situation, behavior, impact, future) for giving feedback, making impeccable commitments, and cultivating trust when hiring, evaluating, and developing team members.
ONTAP - Coaching
The document discusses the key elements of being an effective coach, including motivation, coaching philosophy, style, and skills. It emphasizes that motivation plus philosophy, style, and skills leads to success and happiness as a coach. It provides guidance on developing a coaching philosophy by asking self-reflective questions. It also discusses the three main coaching styles - authoritarian, democratic, and laissez-faire - and how to blend them depending on one's personality and the players' needs. Effective communication, organization, observation, and performance analysis are important coaching skills.
leadership-101-supplemental-self-study-presentation.ppsx
This document provides an overview of a self-study presentation on Leadership 101. After completing the course, participants will be able to identify key leadership characteristics, build trust with employees, promote teamwork, act decisively in crises, and demonstrate leadership. The course covers traits like having and sharing a vision, pursuing excellence, effective communication, trustworthiness, building confidence, enthusiasm, and serving others. Modules will explore leadership lessons from favorite teachers and define and develop key leadership skills and behaviors.
Performance
The document discusses various topics related to performance and personal development. It emphasizes that an organization exists for a purpose of performance, defined as outcomes deemed valuable by customers. Performance results from thousands of tiny decisions made each day. It also discusses key aspects like assumptions, discipline, culture, decisions, relationships and accountability. The document stresses on concepts like synchronizing efforts, identifying weakest links, embracing failures as learning opportunities, and continually revisiting assumptions to adapt to changes. Overall, it provides guidance on driving performance through focusing on purpose, decision-making, culture, accountability and continuous learning.
Jp resource booklet network event 1
This document outlines an agenda for a workshop on developing coaching skills. The workshop will be facilitated by Gillian Forrester, Chris Andreou, and Jan Portillo. Participants will learn to identify the similarities and differences between teaching, mentoring, and coaching. They will practice active listening, questioning, and feedback skills through peer coaching. Participants will also explore how a coaching approach can be applied in their current roles. The document provides introductions to the facilitators and defines coaching. It discusses models for coaching including GROW and OSCAR. Participants will have a chance to practice coaching skills through a practical exercise.
Accelerating Alignment to Last (OAPCS December 7, 2016)
James Goenner and Darlene Chambers present on Accelerating Alignment to Last at the OAPCS 2016 Conference
Organic Communication - De-Escalating Conflict
Discover motives in and building blocks of conflict. What is the cost of conflict. How to have constructive conversations about conflict. Explore types of triggers. Models to overcome.
Coaching with the GROW Model
This document provides guidance on how to coach and develop others effectively. It discusses behaviors good coaches exhibit such as helping people understand themselves, facilitating goal setting, and providing encouragement. It also outlines behaviors coaches should avoid, like giving answers or imposing their own opinions. The document then reviews skills coaches need like asking thought-provoking questions, active listening, and motivating action. It introduces the G.R.O.W. model for structuring coaching conversations around setting goals, discussing reality, exploring options, and determining willingness. The coaching process involves building trust with the coachee, using the G.R.O.W. model, and following up to check on progress.
#NCE16 Preseentation: Colleagues, Coaches, and Counselors - Superintendents S...
PowerPoint used during presentation given by 4 Northern Illinois Superintendents at the National Conference on Education
Master your Inner Champion for Peak Performance
Overcoming limited beliefs to operate within the solution rather than manage the problem for achieve sustainable success or peak performance in business and personal lifestyle.
Who are you
Randy Krause, a fire chief, discusses developing a personal leadership philosophy. He covers elements of leadership like credibility, consistency, and trust. There are 5 levels of leadership that leaders can operate on based on their influence. Having a clear leadership philosophy and understanding what level you operate on is important for success and growth as a leader. The document provides questions for reflection on defining your leadership style and characteristics.
5120 Coaching in Effective Leadership Module 5
The document discusses coaching and provides information on various coaching topics. It defines coaching as facilitating desired behavior changes in executives through self-discovery over 3-12 months with 10-25 meetings. Coaching increases productivity more than training alone. Coaching addresses personal and business issues. The coaching process involves a 5-step conversation model to help clients move from their current reality to their goals. Listening is the most important coaching skill. Coaching shifts traditional management to empowering individuals and creating a safe place for growth.
5120 sess5 coaching ol(1)8 1 14
The document discusses coaching and provides information on coaching processes and techniques. It defines coaching as facilitating desired behavior changes in executives through self-discovery over 3-12 months with 10-25 meetings. Coaching is focused on the executive, not problems. Research found training plus coaching increased productivity 88% compared to 28% for training alone. Coaching addresses both personal and business issues. The coaching conversation model involves establishing focus, discovering possibilities, planning action, removing barriers, and recapping. Coaches use listening and questioning skills to facilitate discovery by clients rather than solving problems for them. The document contrasts traditional management with coaching management which empowers individuals rather than controlling them.
Relationship coaching- New Earning Method
Introducing for the first-ever certification course that gives someone the skills and knowledge to become a successful dating coach in 12 weeks.
CCCA Performance Coaching (SVL)
This is an extract of CCCA's coaching methodology developed over a decade+ of Contact Center Experience from different perspectives at various organizational levels in different industry leading Contact Centers and BPOs. This document is intended to help First Level Managers (Supervisors, Team Managers, Team Leads, Trainers or Quality Representatives) improve their coaching skills in any call center world wide. It discusses techniques and insights, as well as introduces tools which will take your coaching to the next level!
Effective Conversations with Peers and Managers.xlsx.pptx
The document provides guidance on effective communication and feedback techniques. It discusses the HEAR model for active listening, which involves listening without interrupting, understanding feelings and perspectives, and showing empathy. It also covers different communication styles, the importance of feedback for engagement and performance, and pillars of effective feedback like appreciative inquiry and balancing positive and negative feedback. Additional sections provide a STAR framework for structured feedback and the GROW model for developmental conversations. The key takeaway is that preparation, empathy, appreciation, structure, and a focus on growth and the future are important for successful performance and career-focused conversations.
Teachable Point of View. Core Values and Leadership
Core Values are a significant part of a Teachable Point of View (TPOV). This presentation discussed my TPOV with concentration on my core values and how these affect my leadership style
Similar to Ecsell Summit 2014: Excellence Matters (20)
The Playbook to Scale High-Performance Teams with Gusto COO Lexi Reese
The Playbook to Scale High-Performance Teams with Gusto COO Lexi Reese
leadership-101-supplemental-self-study-presentation.ppsx
leadership-101-supplemental-self-study-presentation.ppsx
Accelerating Alignment to Last (OAPCS December 7, 2016)
Accelerating Alignment to Last (OAPCS December 7, 2016)
#NCE16 Preseentation: Colleagues, Coaches, and Counselors - Superintendents S...
#NCE16 Preseentation: Colleagues, Coaches, and Counselors - Superintendents S...
Effective Conversations with Peers and Managers.xlsx.pptx
Effective Conversations with Peers and Managers.xlsx.pptx
3. Leadership 101 and PACE Business Acumen_SCHRIEBER.pdf3. Leadership 101 and...
3. Leadership 101 and PACE Business Acumen_SCHRIEBER.pdf3. Leadership 101 and...
Teachable Point of View. Core Values and Leadership
Teachable Point of View. Core Values and Leadership
More from Bret Simmons
Servant leadership
This document discusses servant leadership. It defines servant leadership as an other-oriented approach to leadership that prioritizes follower needs and interests. Servant leaders listen to understand needs, help people see larger purposes, and inspire trust. Research shows servant leadership leads to better team and organizational performance, innovation, customer satisfaction, and trust in leadership. The document provides examples of how servant leaders see themselves as resources rather than the source, help others become autonomous, and maintain integrity through behaviors aligned with their values.
Leading Change
- The document outlines an agenda for a presentation on leading change, which includes discussing leadership, trust, and integrity. It will also cover getting people to behave differently through force or attraction, as well as examples of leadership, trust, and integrity. The presentation aims to help participants reflect on their own values and behaviors.
Service profit chain
This document summarizes a presentation on logistics leadership. It discusses:
- The service-profit chain model which shows that internal service quality, employee satisfaction and productivity lead to external service value and customer satisfaction, loyalty, and growth.
- Priorities for businesses are revenue growth, profitability, and customer retention through repeat business and referrals. This is best accomplished by designing service around customer needs.
- To satisfy customers, businesses must also satisfy employees through job design, development, rewards, and tools to serve customers well.
- The presentation discusses accountability, problem solving, avoiding blame, and caring for employees to enable excellent customer service and business growth.
Personal Excellence; presentation for zulily
The document discusses the concept of personal excellence and leadership. It defines excellence as doing things others are not willing to do, and notes that excellence requires integrity and continuously improving even when no one is watching. It cautions that past successes do not guarantee future wins, and that achieving excellence often meets resistance from others who doubt or do not support change.
Ncet social media what have we learned sept 2016
This document discusses lessons learned about social media from Bret L. Simmons based on his experience over 8 years. He emphasizes that social media users should never expect privacy online and should behave as if everything they post could be seen publicly. His other key lessons are to use social media authentically and with professional discretion to avoid offending others, and that businesses need to continually learn and adapt their social media strategies to stay competitive over time.
Servant Leadership
1. The document outlines a presentation on servant leadership given by Bret L. Simmons, Ph.D.
2. It discusses the background and thoughts on servant leadership, providing a simple way to think about it and its goal.
3. The presentation also covers how to develop servant leadership in yourself and others, focusing on being a resource rather than the source, holding yourself and others accountable, and helping others become autonomous through enabling help.
NVCPA
This document discusses employee engagement and the factors that influence it. It argues that attitudes like job satisfaction, organizational commitment, trust in leadership, and perceptions of fairness are better predictors of job performance than personality. Engagement occurs when employees feel their values are aligned with the organization's, they have psychological safety in their work, and have a positive self-evaluation. The Gallup Q12 questions are proposed to measure engagement, but may actually measure antecedents and consequences of engagement. The document recommends hiring for conscientious personality traits, developing positive job attitudes through fairness and partnership with employees, and clearly communicating workplace expectations and values to improve engagement.
Branding overview
1. The document discusses personal branding and how everything done reflects on one's business.
2. It provides guidelines for personal branding online, including to never post anything that couldn't be posted in the office, and to use personal brands to build connections rather than divide people.
3. Key aspects of personal branding are identifying who you are, who you want to help, and how you want to help them through uniquely contributing value and building relationships over time through social media like email, Google profiles, LinkedIn, blogs, and Twitter.
Citizenship at Work
This document discusses citizenship at work and how individuals can partner with others to improve flawed systems. It notes that flawed systems can lead to issues like withdrawal, poor task performance, and low organizational effectiveness. The document also discusses reciprocity styles like takers, matchers, and givers and how concern for self-interests versus others' interests impacts success. It suggests the most successful have a high concern for others' interests.
Branding Overview Extension
This document provides an overview of a 4-part personal branding series. It discusses principles of personal branding including using your personal brand online to build connections and provide value through content marketing. It emphasizes creating online content and connections to get your name and expertise indexed so that people can find you. It also discusses using social objects like documents, videos and pictures to start conversations and build communities around what you know and can offer others.
Personal Branding AAMAS
The document discusses the importance of personal branding, especially in today's increasingly social business environment. It emphasizes that individuals should view themselves as ambassadors of their companies and differentiate themselves by demonstrating professional discretion online. Personal branding involves defining one's unique value and using social media strategically to help others while maintaining an appropriate level of privacy and discretion.
Personal Branding: Sacramento Valley Practice Managers Association
Personal branding is important for both individuals and businesses. It is crucial to differentiate your personal brand by demonstrating your unique value and helping others through your expertise, while maintaining professional discretion online. Your online presence should highlight who you help and how you help them through valuable content and connections, rather than risk offending others. Developing a strategic personal brand across multiple online platforms can help grow your career and business through social engagement.
Embracing and Leading Change
This document discusses leading and embracing change. It begins by stating that leadership involves assuming responsibility for engaging with others to pursue substantive changes that advance a shared purpose. It then discusses different types of change, including continuous change and radical change. A key point is that change is difficult because it requires getting people to behave differently. The document proposes using a "Rider/Elephant/Path" metaphor to enable change: the "Rider" is rational and provides planning/direction, the "Elephant" is emotional and provides energy, and shaping the "Path" means tweaking the environment. It provides tips for directly motivating the Rider and Elephant such as using destination postcards, scripts, finding feelings, shrinking changes, and pra
Embracing and Leading Change
Presentation for PRSA Sierra Chapter, Elevate Your PRactice Professional Development Workshop, April 29, 2015
Embracing and Leading Change
This document summarizes a presentation about leading change. It discusses that leading change involves getting people to act differently by directing the rational "Rider" and emotional "Elephant" within people. It provides tips for directing the Rider such as using destination postcards and scripts to clarify where change is going and what new behaviors are wanted. It suggests motivating the Elephant by finding the feeling in the change, shrinking the initial change, and making change part of one's identity. It also discusses shaping the path by tweaking the environment, building supportive habits, and using action triggers and checklists. The document ends by having the audience apply these concepts to a current change happening in their community or workplace.
Choices of Leadership
This document discusses the process of leadership and the choices involved. It notes that leadership requires assuming responsibility for engaging with others and using influence to pursue meaningful changes that further a shared purpose. The hardest choice in this process is maintaining integrity. It also discusses partnering with others to fix flawed systems rather than blaming individuals. Effective leadership involves helping others become less dependent on the leader and more interdependent and responsible members of the organization.
NCET Blogging 101
Presentation to NCET, February 25, 2015 on how to get started blogging for business or personal brand
Should you hire for personality or attitude?
This document discusses whether it is better to hire based on personality or attitudes. While personality can provide some prediction of job performance, attitudes are a stronger predictor. Positive job attitudes like organizational commitment, job satisfaction, trust in supervision, fairness perceptions, and engagement are influenced by personality but also by the work environment and influence behaviors and performance. The document recommends hiring for personality traits like conscientiousness but also developing positive job attitudes through ensuring employees feel their work is meaningful, they have support from supervisors and coworkers, and opportunities to grow. This will maximize job performance.
Embracing Change
This document summarizes a training session on embracing change. The agenda includes sessions on overview of change, the progress principle, the book Switch, and organizational citizenship. Between sessions, participants are asked to add items to a list of changes they need to make. They are also encouraged to apply what they learn about change management back at work by making continual improvement a habit.
Embracing Change
This document summarizes key points from a presentation on embracing change. It discusses how change is difficult because it requires changing behaviors. It outlines strategies for effective behavior change, including directing the rational decision-maker (the Rider), motivating the emotional side (the Elephant), and shaping the environment (the Path). Specific tactics include following successes, creating a clear vision, making progress, building new habits, and getting others involved to spread change. The document also discusses organizational citizenship and creating a culture of cooperation.
More from Bret Simmons (20)
Personal Branding: Sacramento Valley Practice Managers Association
Personal Branding: Sacramento Valley Practice Managers Association
Recently uploaded
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
How to Buy an Engagement Ring.pcffbhfbfghfhptx
Dive into this presentation and learn about the ways in which you can buy an engagement ring. This guide will help you choose the perfect engagement rings for women.
一比一原版新西兰奥塔哥大学毕业证（otago毕业证）如何办理
一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSSInnovative Uses of Revit in Urban Planning and Design
Discover innovative uses of Revit in urban planning and design, enhancing city landscapes with advanced architectural solutions. Understand how architectural firms are using Revit to transform how processes and outcomes within urban planning and design fields look. They are supplementing work and putting in value through speed and imagination that the architects and planners are placing into composing progressive urban areas that are not only colorful but also pragmatic.
4 Benefits of Partnering with an OnlyFans Agency for Content Creators.pdf
In the competitive world of content creation, standing out and maximising revenue on platforms like OnlyFans can be challenging. This is where partnering with an OnlyFans agency can make a significant difference. Here are five key benefits for content creators considering this option:
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Transport Solution
Industrial Tech SW: Category Renewal and Creation
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
DearbornMusic-KatherineJasperFullSailUni
My powerpoint presentation for my Music Retail and Distribution class at Full Sail University
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
The latest Heat Pump Manual from Newentide
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Best practices for project execution and delivery
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...❼❷⓿❺❻❷❽❷❼❽ Dpboss Kalyan Satta Matka Guessing Matka Result Main Bazar chart
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Final ank Satta Matka Dpbos Final ank Satta Matta Matka 143 Kalyan Matka Guessing Final Matka Final ank Today Matka 420 Satta Batta Satta 143 Kalyan Chart Main Bazar Chart vip Matka Guessing Dpboss 143 Guessing Kalyan night Best Forex Brokers Comparison in INDIA 2024
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & InnovationOperational Excellence Consulting
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentationsRecently uploaded (20)
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Innovative Uses of Revit in Urban Planning and Design
Innovative Uses of Revit in Urban Planning and Design
4 Benefits of Partnering with an OnlyFans Agency for Content Creators.pdf
4 Benefits of Partnering with an OnlyFans Agency for Content Creators.pdf
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Ecsell Summit 2014: Excellence Matters
- 1. Bret L. Simmons, Ph.D. Ecsell Summit April 15, 2014 Excellence Matters
- 2. Excellence matters via @drbret at @EcSellInstitute coaching summit #ecsell
- 4. In the next 90 minutes • Excellence exercise • Behaviors you should scale • Scaling principles • Leadership suggestion • Commitment
- 5. Individual Excellence: 1. What is it? 2. How do you get it?
- 6. Organizational Excellence: 1. What is it? 2. How do you get it?
- 7. Make Excellence the New Normal
- 12. Reciprocity Style Taker, Matcher, or Giver
- 13. Takers view success as attaining results that are superior to others
- 14. Matchers see success in terms of balancing individual accomplishments with fairness to others
- 15. Givers characterize success as individual achievements that have a positive impact on others
- 17. How you give determines if you will achieve long term success or languish at the bottom
- 18. Concern for Other’s Interests LOW HIGH Concern for Self- Interest LOW Apathetic Selfless: Self- sacrificing givers HIGH Selfish: Takers Otherish: Successful Givers
- 22. Ground war, not an air war
- 23. I own the place, and the place owns me
- 24. Accountability • Two principles – Always starts with you: performance, caring, expectations, encourage and enable others – When you look at others, look for solutions rather than blame • Don’t look the other way when it matters
- 25. Bad is stronger than good
- 27. Nip it in the bud • Personal responsibility • Compassionate hardass
- 28. Get rid of the bad apples Best leaders and teams act quickly and decisively to remove destructive characters when lesser measures fail
- 32. Guilt prone leaders • Display concern for others • Strong sense of personal responsibility • Put the greater good ahead of their personal goals and glory • Take preventive measures to avoid future mistakes and steps to repair damage done by past errors
- 33. What commitment are you willing to make?
- 34. Questions?