This article maintains that one does not really need to be at the top to lead; that one can actually lead across and in fact, upwards, the organisational hierarchy.
FRAME an Energized Approach to Adaptive Change, Smart Process AND Lasting Res...Deb Nystrom
As presented for the March 27, 2014 KM Solutions Showcase™ Conference:
Arlington, Virginia, USA
People are innately social, so why not use innately social methods to empower informal and formal knowledge management practices? Learn how to FRAME an approach to adaptive, people centered change and knowledge management. The session will include Open Space Technology (OST), a flexible, energy-led method useful for problem solving as well as learning, providing timely, KM friendly results. If you aspire to an organizational culture that values giving and shared learning, then review this OST-assisted session set of slides for insights.
Discover in this deck different models for collaboration and have an expanded toolset for better conversations.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Discover in this deck the importance of experiments and know more about double-loop learning and mindsets.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
5 Strategies to Lead Through Adaptive Change, 21st Century LeadershipDeb Nystrom
Five key concepts and supporting tools to purposefully lead through adaptive change in a VUCA world, one that is Volatile, Uncertain, Complex and Ambiguous, as presented in Mexico City for CPA firm leaders, Russell Bedford International, yet applicable to any leader.
Also see the photos from the session, here: https://flic.kr/s/aHskMBtzCM
Conducir a través del cambio adaptativo, liderazgo siglo XXI
Cinco conceptos clave y herramientas de apoyo para conducir a través de cambios adaptativos en un mundo VUCA, que es volátil, incierto, complejo y Ambiguous, tal como se presenta en la ciudad de México para los líderes firma de CPA, Russell Bedford International, aún aplicable a cualquier líder.
A History of Performance Appraisals, Letting Go - REVELNDeb Nystrom
This presentation provides a context for performance appraisals, ratings and reviews as very old ideas compared to organizational leadership pioneers and what's next. Performance management, defined in the 1970s, is rooted in scientific management. It is possible to acknowledge history, realize its impact on our business systems, and let go to embrace new strategies.
This presentation is additional context for my MISHRM 2013 presentation on "From Chaos to Creative: Performance Development in a VUCA World" in Grand Rapids, Michigan, October 8th, 2013 | 2:00 PM – 3:15 PM
Tweets: @RevelnConsults
The full context is in this article on the www.REVELN.com blog:
A History of Performance Appraisals: Letting Go to Power New Culture
* http://reveln.com/a-history-of-performance-appraisals-letting-go-to-power-new-culture/
As well as:
* Choices for High Performance Teams, Groups and Psuedo-Teams: Achievement Is How You Say It!
* 3 Success Factors for High Performance Teams, and What Gets In the Way
* Beyond Resilience: Givers, Takers, Matchers and Anti-Fragile Systems
http://reveln.com/blog/
Discover in this deck quite a few leadership models, know all about control vs self-organization and have a new/updated leadership style framework.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
This article maintains that one does not really need to be at the top to lead; that one can actually lead across and in fact, upwards, the organisational hierarchy.
FRAME an Energized Approach to Adaptive Change, Smart Process AND Lasting Res...Deb Nystrom
As presented for the March 27, 2014 KM Solutions Showcase™ Conference:
Arlington, Virginia, USA
People are innately social, so why not use innately social methods to empower informal and formal knowledge management practices? Learn how to FRAME an approach to adaptive, people centered change and knowledge management. The session will include Open Space Technology (OST), a flexible, energy-led method useful for problem solving as well as learning, providing timely, KM friendly results. If you aspire to an organizational culture that values giving and shared learning, then review this OST-assisted session set of slides for insights.
Discover in this deck different models for collaboration and have an expanded toolset for better conversations.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Discover in this deck the importance of experiments and know more about double-loop learning and mindsets.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
5 Strategies to Lead Through Adaptive Change, 21st Century LeadershipDeb Nystrom
Five key concepts and supporting tools to purposefully lead through adaptive change in a VUCA world, one that is Volatile, Uncertain, Complex and Ambiguous, as presented in Mexico City for CPA firm leaders, Russell Bedford International, yet applicable to any leader.
Also see the photos from the session, here: https://flic.kr/s/aHskMBtzCM
Conducir a través del cambio adaptativo, liderazgo siglo XXI
Cinco conceptos clave y herramientas de apoyo para conducir a través de cambios adaptativos en un mundo VUCA, que es volátil, incierto, complejo y Ambiguous, tal como se presenta en la ciudad de México para los líderes firma de CPA, Russell Bedford International, aún aplicable a cualquier líder.
A History of Performance Appraisals, Letting Go - REVELNDeb Nystrom
This presentation provides a context for performance appraisals, ratings and reviews as very old ideas compared to organizational leadership pioneers and what's next. Performance management, defined in the 1970s, is rooted in scientific management. It is possible to acknowledge history, realize its impact on our business systems, and let go to embrace new strategies.
This presentation is additional context for my MISHRM 2013 presentation on "From Chaos to Creative: Performance Development in a VUCA World" in Grand Rapids, Michigan, October 8th, 2013 | 2:00 PM – 3:15 PM
Tweets: @RevelnConsults
The full context is in this article on the www.REVELN.com blog:
A History of Performance Appraisals: Letting Go to Power New Culture
* http://reveln.com/a-history-of-performance-appraisals-letting-go-to-power-new-culture/
As well as:
* Choices for High Performance Teams, Groups and Psuedo-Teams: Achievement Is How You Say It!
* 3 Success Factors for High Performance Teams, and What Gets In the Way
* Beyond Resilience: Givers, Takers, Matchers and Anti-Fragile Systems
http://reveln.com/blog/
Discover in this deck quite a few leadership models, know all about control vs self-organization and have a new/updated leadership style framework.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
3 Success Factors that Define High Performance TeamsDeb Nystrom
The findings on success factors for what rates highly in high performance teams may surprise you. It's not the usual leadership - trust - stable team mix.
This is the SlideShare of my recent JVS presentation on SlideShare. A full blog post article is coming with video, audio and a teams vs. psuedo-teams / groups handout.
Featured: High Performance Team Research Themes & Titles: Giver, Matcher, Taker Culture (McKinsey and Adam Grant), Positive/Negative ratio (what to start doing, stop doing suggested) Losada's and Fredrickson's research on team performance, positive organizational scholarship and emotional flourishing.
See the full post here: http://reveln.com/3-success-factors-for-high-performance-teams-and-what-gets-in-the-way/
Turn a Group Into a Team. About team size, diversity, and more.Shiftup
Discover in this deck our first exclusive webinar for Shiftup Explorers and Facilitators: Turn a Group into a Team (about team size; diversity; and more), hosted by Jurgen Appelo
Why do people do what they do? What drives them to think the way they do and propels their thinking into action. How does the mentoring/coaching orientation manifest into team motivation and how does a team leader use his/her EQ/EI antenna to adapt to different styles and triggers.
Good work is hard, and sometimes other people make it harder. Tough project conversations that hinder our ability to move forward together. Difficult feedback that rattles our self-confidence. Disagreements that damage our job satisfaction. Women as leaders need the skills to keep challenging work relationships from getting the best of them.
This interactive talk presents tools to strengthen your ability to deepen the relationships that test you. Learn how to recognize the need for more resiliency, what support to look for, and a journal format to prepare for that next conversation.
There are three dimensions for healthy organizations to grow and innovate. This presentation shares what's needed and where and why companies undermine their success.
Morgan Ahlström - Psychological Safety – We ContributeAgile Lietuva
Google concluded in project Aristotle that the most important factor when it comes to building high performing teams is the level of psychological safety. But if you don’t aim to be Google, do you still need to care about psychological safety? And if you do care, what can you do about it? We will break the concept of psychological safety down and take a look at how we can contribute and what will happen when we don’t.
People, System, Culture: Where Leadership ThrivesPawel Brodzinski
If, as Jerry Weinberg points, leadership is a process of creating an environment where people become empowered let’s focus on how we create and evolve environments we work at.
One thing is how we build our teams. If we focus only on technical skills we won’t cover the leadership gap.
Another issue is the system. As W. Edwards Deming famously said, a bad system will defeat a good person every time. If we hire great people but put them in highly constrained environment they won’t thrive.
Lastly, we have an organizational culture, which is a steering force behind everyday leadership acts or lack of them. It is also one of the main reasons why many transformations fail.
I will show how all these areas are inseparably interconnected and how we need to change all three to evolve toward participatory leadership. The end result is that every team member overtakes a role of a leader dynamically, depending on the context.
Research on collective intelligence shows how flawed our recruitment approaches are. Experience of system thinkers suggests how much potential is hidden in improving the system. Finally, an organizational culture is what adds meaning to our actions thus is a crucial enabler of change of our behaviors. These are building blocks of the participatory leadership approach.
This isn’t just a theory. In Lunar Logic we’ve put this theory into practice. You will learn our story along with why we believe it works. Even though some of the ideas shared during the session may sound counter-intuitive or even radical we are the living proof that it can be done.
Improve Your Team: Explore Cognitive BiasDan Neumann
Many team challenges can be tracked back to cognitive biases: our judgement gets anchored, we think we're better than we are, and we are our own favorite reference point. And even though we're encouraged to "think outside the box," there are conditions where we have a bias against creativity. If that's not a recipe for a tough team environment, I don't know what is.
Improve your game by learning about bias! You'll leave this session with strategies for identifying and mitigating bias on your team.
Kit Oliynyk (Speaker) Senior Business Design Lead, Ventera
The ethos of "makers"—how making things and simply being creative for the sake of creativity can be a bad thing, if we're not willing to be responsible for our legacy and pretend that “design isn’t political.” This session will consider case studies of companies and products that are making our lives and our society worse—sometimes unintentionally. We'll talk about dark patterns and how they could cost millions of dollars—and, sometimes, human lives. There are three areas of transformation where we as an industry can get better:
Self-identity: Transform our beliefs to shift from pure craftsmanship to becoming the makers of social good, evolve our definition of success from “moving fast and breaking things” into the sustainability and health of our society.
Connection: Engage with as many people as possible in our companies (beyond just tech), overcome our biases through diversity and inclusion, and share beliefs and values that empower our partners and us to care about people, together.
Future-proofing: Ask questions to one another to collectively identify the emerging risk zones for our products and services using a variety of tools, including EthicalOS, moral value maps, “worst-case scenario” workshops and more.
Persuasion Equation The Subtle Science of Getting Your Way.docxkarlhennesey
Persuasion Equation: The Subtle Science of Getting Your Way
by Mark Rodgers
AMACOM. (c) 2015. Copying Prohibited.
Reprinted for Personal Account, Purdue University Global
[email protected]
Reprinted with permission as a subscription benefit of Skillport,
All rights reserved. Reproduction and/or distribution in whole or in part in electronic,paper or other forms
without written permission is prohibited.
Chapter 2: Decision Making—The Surprising Reasons People Say Yes and No
Picking his way through the cramped ballroom, with people-filled padded chairs all askew, there was no clear route. Obstacles,
however, were not this man’s primary concern. On his face, you could see his mind racing—searching for what he would say
once he was in front of the crowd. Few people like public speaking, but this situation seemed even more torturous than usual.
He found his standing spot, turned, and faced the crowd.
“I have traveled three hours round-trip every day to attend this session. I’ve driven dangerous roads and in heavy traffic. You
are a talented and knowledgeable group. I have learned from you, and you have learned from me. And I sure could use the
money to help pay for gas. Please, please. Pick me!”
That scene played out in a Calgary persuasion workshop during which I asked three volunteers to vie for a single, crisp $100
bill by convincing the audience to individually award them the money. The idea: Whoever makes the most compelling case,
winning the affections of the crowd, walks away with the cash and the bragging rights.
Participants are allowed to make their case in any way they deem appropriate, with one exception: They can’t share the money
or materially benefit the crowd in any way. (I’ll buy you all drinks!) Adding to the pressure, I give them just four minutes to
develop their case and only 25 seconds to present it.
What would you say if you were in this situation?
This activity mirrors business life today in many ways. You are often in competition with others for the account, the promotion,
the project. You must think on your feet and be able to put together compelling arguments fast, and you might not have much
time to state your case. Sometimes you need to do all this—especially in peer-to-peer persuasion situations—without offering
your target some sort of material gain. Not an easy assignment, to be sure.
The most interesting aspect of this workshop activity, though, is not the people vying for the money—it’s the people deciding
who will earn the money. You may think that people are carefully analyzing participants’ arguments, weighing the pros and the
cons to rationally decide who gets their votes. That’s not what’s happening. At all. The surprising truth is that most people have
no idea why they say yes.
UNEXPECTED TRUTHS ABOUT YOUR THINKING
Nobel Prize–winning economist and author Daniel Kahneman suggests that human beings possess two “systems” for thinking:
one that processes information very quickly, and one that d ...
Urgent problems, rational solutions and passionate patient advocates are necessary but not sufficient to create change in health care organisations.
Lois Kelly and Carmen Medina of Rebels at Work will look at common mistakes in developing and introducing new ideas and discuss important and often overlooked organizational, interpersonal and personal self-awareness practices needed to navigate the journey from ‘I see a problem and have an idea’ to the idea being adopted.
3 Success Factors that Define High Performance TeamsDeb Nystrom
The findings on success factors for what rates highly in high performance teams may surprise you. It's not the usual leadership - trust - stable team mix.
This is the SlideShare of my recent JVS presentation on SlideShare. A full blog post article is coming with video, audio and a teams vs. psuedo-teams / groups handout.
Featured: High Performance Team Research Themes & Titles: Giver, Matcher, Taker Culture (McKinsey and Adam Grant), Positive/Negative ratio (what to start doing, stop doing suggested) Losada's and Fredrickson's research on team performance, positive organizational scholarship and emotional flourishing.
See the full post here: http://reveln.com/3-success-factors-for-high-performance-teams-and-what-gets-in-the-way/
Turn a Group Into a Team. About team size, diversity, and more.Shiftup
Discover in this deck our first exclusive webinar for Shiftup Explorers and Facilitators: Turn a Group into a Team (about team size; diversity; and more), hosted by Jurgen Appelo
Why do people do what they do? What drives them to think the way they do and propels their thinking into action. How does the mentoring/coaching orientation manifest into team motivation and how does a team leader use his/her EQ/EI antenna to adapt to different styles and triggers.
Good work is hard, and sometimes other people make it harder. Tough project conversations that hinder our ability to move forward together. Difficult feedback that rattles our self-confidence. Disagreements that damage our job satisfaction. Women as leaders need the skills to keep challenging work relationships from getting the best of them.
This interactive talk presents tools to strengthen your ability to deepen the relationships that test you. Learn how to recognize the need for more resiliency, what support to look for, and a journal format to prepare for that next conversation.
There are three dimensions for healthy organizations to grow and innovate. This presentation shares what's needed and where and why companies undermine their success.
Morgan Ahlström - Psychological Safety – We ContributeAgile Lietuva
Google concluded in project Aristotle that the most important factor when it comes to building high performing teams is the level of psychological safety. But if you don’t aim to be Google, do you still need to care about psychological safety? And if you do care, what can you do about it? We will break the concept of psychological safety down and take a look at how we can contribute and what will happen when we don’t.
People, System, Culture: Where Leadership ThrivesPawel Brodzinski
If, as Jerry Weinberg points, leadership is a process of creating an environment where people become empowered let’s focus on how we create and evolve environments we work at.
One thing is how we build our teams. If we focus only on technical skills we won’t cover the leadership gap.
Another issue is the system. As W. Edwards Deming famously said, a bad system will defeat a good person every time. If we hire great people but put them in highly constrained environment they won’t thrive.
Lastly, we have an organizational culture, which is a steering force behind everyday leadership acts or lack of them. It is also one of the main reasons why many transformations fail.
I will show how all these areas are inseparably interconnected and how we need to change all three to evolve toward participatory leadership. The end result is that every team member overtakes a role of a leader dynamically, depending on the context.
Research on collective intelligence shows how flawed our recruitment approaches are. Experience of system thinkers suggests how much potential is hidden in improving the system. Finally, an organizational culture is what adds meaning to our actions thus is a crucial enabler of change of our behaviors. These are building blocks of the participatory leadership approach.
This isn’t just a theory. In Lunar Logic we’ve put this theory into practice. You will learn our story along with why we believe it works. Even though some of the ideas shared during the session may sound counter-intuitive or even radical we are the living proof that it can be done.
Improve Your Team: Explore Cognitive BiasDan Neumann
Many team challenges can be tracked back to cognitive biases: our judgement gets anchored, we think we're better than we are, and we are our own favorite reference point. And even though we're encouraged to "think outside the box," there are conditions where we have a bias against creativity. If that's not a recipe for a tough team environment, I don't know what is.
Improve your game by learning about bias! You'll leave this session with strategies for identifying and mitigating bias on your team.
Kit Oliynyk (Speaker) Senior Business Design Lead, Ventera
The ethos of "makers"—how making things and simply being creative for the sake of creativity can be a bad thing, if we're not willing to be responsible for our legacy and pretend that “design isn’t political.” This session will consider case studies of companies and products that are making our lives and our society worse—sometimes unintentionally. We'll talk about dark patterns and how they could cost millions of dollars—and, sometimes, human lives. There are three areas of transformation where we as an industry can get better:
Self-identity: Transform our beliefs to shift from pure craftsmanship to becoming the makers of social good, evolve our definition of success from “moving fast and breaking things” into the sustainability and health of our society.
Connection: Engage with as many people as possible in our companies (beyond just tech), overcome our biases through diversity and inclusion, and share beliefs and values that empower our partners and us to care about people, together.
Future-proofing: Ask questions to one another to collectively identify the emerging risk zones for our products and services using a variety of tools, including EthicalOS, moral value maps, “worst-case scenario” workshops and more.
Persuasion Equation The Subtle Science of Getting Your Way.docxkarlhennesey
Persuasion Equation: The Subtle Science of Getting Your Way
by Mark Rodgers
AMACOM. (c) 2015. Copying Prohibited.
Reprinted for Personal Account, Purdue University Global
[email protected]
Reprinted with permission as a subscription benefit of Skillport,
All rights reserved. Reproduction and/or distribution in whole or in part in electronic,paper or other forms
without written permission is prohibited.
Chapter 2: Decision Making—The Surprising Reasons People Say Yes and No
Picking his way through the cramped ballroom, with people-filled padded chairs all askew, there was no clear route. Obstacles,
however, were not this man’s primary concern. On his face, you could see his mind racing—searching for what he would say
once he was in front of the crowd. Few people like public speaking, but this situation seemed even more torturous than usual.
He found his standing spot, turned, and faced the crowd.
“I have traveled three hours round-trip every day to attend this session. I’ve driven dangerous roads and in heavy traffic. You
are a talented and knowledgeable group. I have learned from you, and you have learned from me. And I sure could use the
money to help pay for gas. Please, please. Pick me!”
That scene played out in a Calgary persuasion workshop during which I asked three volunteers to vie for a single, crisp $100
bill by convincing the audience to individually award them the money. The idea: Whoever makes the most compelling case,
winning the affections of the crowd, walks away with the cash and the bragging rights.
Participants are allowed to make their case in any way they deem appropriate, with one exception: They can’t share the money
or materially benefit the crowd in any way. (I’ll buy you all drinks!) Adding to the pressure, I give them just four minutes to
develop their case and only 25 seconds to present it.
What would you say if you were in this situation?
This activity mirrors business life today in many ways. You are often in competition with others for the account, the promotion,
the project. You must think on your feet and be able to put together compelling arguments fast, and you might not have much
time to state your case. Sometimes you need to do all this—especially in peer-to-peer persuasion situations—without offering
your target some sort of material gain. Not an easy assignment, to be sure.
The most interesting aspect of this workshop activity, though, is not the people vying for the money—it’s the people deciding
who will earn the money. You may think that people are carefully analyzing participants’ arguments, weighing the pros and the
cons to rationally decide who gets their votes. That’s not what’s happening. At all. The surprising truth is that most people have
no idea why they say yes.
UNEXPECTED TRUTHS ABOUT YOUR THINKING
Nobel Prize–winning economist and author Daniel Kahneman suggests that human beings possess two “systems” for thinking:
one that processes information very quickly, and one that d ...
Urgent problems, rational solutions and passionate patient advocates are necessary but not sufficient to create change in health care organisations.
Lois Kelly and Carmen Medina of Rebels at Work will look at common mistakes in developing and introducing new ideas and discuss important and often overlooked organizational, interpersonal and personal self-awareness practices needed to navigate the journey from ‘I see a problem and have an idea’ to the idea being adopted.
Ethical issues for administrators power point session 3.bb.fa2017brucemiller9901
I understand the importance of considering other points of view.
I understand the importance that countering opinions are OK and may even be helpful.
I can define the principle of ends-based thinking and can apply it to ethical dilemmas.
I can define the principle of care-based thinking and can apply it to ethical dilemmas.
I can define the principle of rule-based thinking and can apply it to ethical dilemmas.
David C Winegar Psychological Safety for PerformanceDavid Winegar
Slides from my webinar on wanted.jobs on how to build psychological safety environments to drive higher performance. Includes neuroscience insights that provide insights into how to better connect people and develop a culture of inclusivity, respect and high trust which results in JOY @ Work.
This is a preview of Absolute-North and David C. Winegar's Psychological Safety for Performance Organizational Toolkit available from absolute-north.com beginning in July of 2021.
Positive Media Psychology: Harnessing the Power of Media for GoodPamela Rutledge
Overview of positive media psychology by Dr. Pamela Rutledge for the Fielding Graduate University School of Psychology Colloquium, April 9, 2021. Positive Media Psychology is a specialized area within media psychology that emerged to promote the use and development of media technologies that support well-being and human flourishing. By using a positive psychology paradigm, researchers and developers will be better able to evaluate and harness the power of media technologies to impact lives and society for the better. This deck includes an overview of some theoretical constructs and real-world examples.
ImagineNation LAST Generating Creative Conversations Presentation Janet Sernack
A creative conversation transfers ideas from one mind to another, it also allows you to reveal and remove all obstacles in the way of making creative ideas and inventions happen. It even allows you to see opportunities, realise possibilities and easily solves real-life, personal and business problems.
It’s not that we’ve forgotten how to hold genuine conversations. The problem is much deeper. We’ve stopped learning how to hold a genuine conversation.
The good news is we can all learn it. All this ability demands is the ability to be observant, having a core skill-set and following the four key steps in the generative discovery cycle.
From Morten Rand-Hendriksen's Smashing Conference Freiburg 2018 talk.
Every decision we make is one made on behalf of your user. How do we know the decisions we make are the right ones? It is time we initiate a conversation: About where we are and where we want to go, about how we define and measure goodness and rightness in the digital realm, about responsibility, about decisions and consequences, about building something bigger than our own apps. It is time we talk about the ethics of design.
This talk introduces a method for ethical decision making in design and tech. Rather than a wet moralistic blanket covering the fires of creativity, ethics can be the hearth that makes our creative fires burn brighter without burning down the house.
https://smashingconf.com/speakers/morten-rand-hendriksen
Good teamwork is the heart of successful business. But what is a good team? Many teams are riven by dysfunctionality, poor leadership, groupthink, and in-fighting. Research across 180 teams and 37,000 employees at Google has identified the core component of high-performance teams - psychological safety. This is a collaborative, customer-focused and civil environment in which creativity, critical thought and cognitive flexibility can flourish. But drop the smallest amount of toxicity into the team and everything can quickly becomes poisonous and low-performance. Informed by years of cutting-edge management research and decades of practical experience in organisational transformation, this Masterclass explains how to deliver a high-performance, psychologically safe environment and how to quickly identify and eliminate the various toxic processes, behaviours and people that destroy the core of a great business.
Ai Workshop Slides Used By John Loty In 2008.John Loty
These slides together with a workbook were used in a 2 day Introductory Workshop on Appreciative Inquiry and how AI is being used for change management and organisational development.
Every decision we make is one made on behalf of your user. How do we know the decisions we make are the right ones? It is time we initiate a conversation: About where we are and where we want to go, about how we define and measure goodness and rightness in the digital realm, about responsibility, about decisions and consequences, about building something bigger than our own apps. It is time we talk about the ethics of web design. This talk introduces a method for ethical decision making in web design and tech. Rather than a wet moralistic blanket covering the fires of creativity, ethics can be the hearth that makes our creative fires burn brighter without burning down the house.
Presented at WordCamp Europe 2018: https://2018.europe.wordcamp.org/session/the-ethics-of-web-design/
Book Formatting: Quality Control Checks for DesignersConfidence Ago
This presentation was made to help designers who work in publishing houses or format books for printing ensure quality.
Quality control is vital to every industry. This is why every department in a company need create a method they use in ensuring quality. This, perhaps, will not only improve the quality of products and bring errors to the barest minimum, but take it to a near perfect finish.
It is beyond a moot point that a good book will somewhat be judged by its cover, but the content of the book remains king. No matter how beautiful the cover, if the quality of writing or presentation is off, that will be a reason for readers not to come back to the book or recommend it.
So, this presentation points designers to some important things that may be missed by an editor that they could eventually discover and call the attention of the editor.
Between Filth and Fortune- Urban Cattle Foraging Realities by Devi S Nair, An...Mansi Shah
This study examines cattle rearing in urban and rural settings, focusing on milk production and consumption. By exploring a case in Ahmedabad, it highlights the challenges and processes in dairy farming across different environments, emphasising the need for sustainable practices and the essential role of milk in daily consumption.
Hello everyone! I am thrilled to present my latest portfolio on LinkedIn, marking the culmination of my architectural journey thus far. Over the span of five years, I've been fortunate to acquire a wealth of knowledge under the guidance of esteemed professors and industry mentors. From rigorous academic pursuits to practical engagements, each experience has contributed to my growth and refinement as an architecture student. This portfolio not only showcases my projects but also underscores my attention to detail and to innovative architecture as a profession.
Expert Accessory Dwelling Unit (ADU) Drafting ServicesResDraft
Whether you’re looking to create a guest house, a rental unit, or a private retreat, our experienced team will design a space that complements your existing home and maximizes your investment. We provide personalized, comprehensive expert accessory dwelling unit (ADU)drafting solutions tailored to your needs, ensuring a seamless process from concept to completion.
Top 5 Indian Style Modular Kitchen DesignsFinzo Kitchens
Get the perfect modular kitchen in Gurgaon at Finzo! We offer high-quality, custom-designed kitchens at the best prices. Wardrobes and home & office furniture are also available. Free consultation! Best Quality Luxury Modular kitchen in Gurgaon available at best price. All types of Modular Kitchens are available U Shaped Modular kitchens, L Shaped Modular Kitchen, G Shaped Modular Kitchens, Inline Modular Kitchens and Italian Modular Kitchen.
You could be a professional graphic designer and still make mistakes. There is always the possibility of human error. On the other hand if you’re not a designer, the chances of making some common graphic design mistakes are even higher. Because you don’t know what you don’t know. That’s where this blog comes in. To make your job easier and help you create better designs, we have put together a list of common graphic design mistakes that you need to avoid.
12. Why should I care about ethics?
What does my team believe in?
How might we share our beliefs across our company?
Are we asking the right questions?
What if our company believes in something we don’t?
19. Morals excite passions, and
produce or prevent actions.
Reason itself is utterly impotent
in this particular.
The rules of morality, therefore,
are not conclusions of our reason.
— David Hume
24. Intent
Is this a worthy
problem to solve?
Results
What consequences
does our solution have?
25. We are not the creative class anymore.
We are now the responsible class.
26. craft
creative solutions
attention to detail
user empathy
technology is neutral
communication
future-proofing questions
attention to the whole picture
social responsibility
technology is driven by beliefs
44. When it’s a matter of right
or wrong, people become
less tolerant of others who
hold the opposite view.
Linda Skitka
45.
46. Design is always political.
But political doesn’t have to be partisan.
47. Ethics is doing the
right thing, even if it is
hard or uncomfortable,
together.
Morals is knowing
the difference
between right and
wrong for yourself.
48. When you decide that you want
to be just brave it it opens up
way more possibilities than
trying to be perfect ever does.
— AOC
53. medicine
I will remember that I remain a
member of society, with special
obligations to all my fellow human
beings, those sound of mind and
body as well as the infirm.
55. 1. Respect people as individuals
2. Do no harm, while maximizing value
3. Examine any affected population
archive.org / David Panarelli
56. …the term “research” designates an
activity designed to test a hypothesis,
permit conclusions to be drawn, and
thereby to develop or contribute to
generalizable knowledge…
57. medicine
I will remember that I do not treat a
fever chart, a cancerous growth, but a
sick human being, whose illness may
affect the person's family and
economic stability.