This document discusses overcoming imposter syndrome and becoming a thought leader. It begins by showing clouds representing the speaker's fears about public speaking. It then discusses using Shu Ha Ri, a martial arts concept meaning to learn, understand, and teach, to understand imposter syndrome. The speaker shares experiences with bullying and how it made her feel like a fake. She discusses catching her own reflection and realizing she has also bullied others by not considering their feelings. The presentation provides tips for how to not be a bully through empathy, servant leadership, and welcoming feedback. It then discusses how to battle imposter syndrome and be a thought leader by focusing on helping others and gaining confidence through one's value. The speaker provides methods for
ripplemark Egypt's 'Be A Good Person' Culture Code Omar El Sabh
We're ripplemark Egypt, a 'Self-Learning Digital Organization'.
As an agency, we truly believe that an organization with a strong culture is an organization that can thrive. Culture aligns everyone on norms, values and motivations that become the driving force of a group. Culture is how everyone should act with no supervision.
Bug reports, standups, issue queues, retrospectives, pull requests, code reviews, flame-outs. We're constantly communicating and if we don't take the time to stop and think about what state of mind will be most productive, we can sometimes say things that put us further behind. Nothing disrupts flow like unproductive communication! In this session Emma Jane Hogbin Westby will show you a new way of thinking about how people behave in the workplace. She will walk you through three types of thinking strategies; and show you how to apply these strategies to create more productive interactions with your co-workers.
View my Strengths Finder Report which has been validated globally as an authentic measure of one's key strong points.
Know me before you work with me to see if I'm a fit for the position you are looking to fill.
ripplemark Egypt's 'Be A Good Person' Culture Code Omar El Sabh
We're ripplemark Egypt, a 'Self-Learning Digital Organization'.
As an agency, we truly believe that an organization with a strong culture is an organization that can thrive. Culture aligns everyone on norms, values and motivations that become the driving force of a group. Culture is how everyone should act with no supervision.
Bug reports, standups, issue queues, retrospectives, pull requests, code reviews, flame-outs. We're constantly communicating and if we don't take the time to stop and think about what state of mind will be most productive, we can sometimes say things that put us further behind. Nothing disrupts flow like unproductive communication! In this session Emma Jane Hogbin Westby will show you a new way of thinking about how people behave in the workplace. She will walk you through three types of thinking strategies; and show you how to apply these strategies to create more productive interactions with your co-workers.
View my Strengths Finder Report which has been validated globally as an authentic measure of one's key strong points.
Know me before you work with me to see if I'm a fit for the position you are looking to fill.
8 habits of highly effective people by Stephen R. CoveyHaseebEjaz
Our character is a composite of our habits. Changing habits is hard, but can be done by tremendous commitment.
A (good) habit can be defined as the intersection of knowledge, skill and desire. Change is a cycle of being and seeing (visualization).
Our objective is to move progressively on a maturity continuum from dependence to independence to interdependence. Although independence is the current paradigm of our society, we can accomplish much more by cooperation and specialization. However, we must achieve independence before we can choose interdependence.
Habits 1, 2 and 3 (Be Proactive, Begin with The End in Mind, Put First Things First) deal with self mastery. They are the "private victories" required for character growth. Private victories precede public victories.
Habits 4, 5 and 6 are the more personality-oriented "public victories" of Teamwork, Cooperation and Communication.
Habit 7 is the habit of Renewal, creating an upward spiral of growth.
Effectiveness lies in balancing our Production (P) with building Production Capacity (PC).
Organizationally, the PC principle is to always treat your employees as you want them to treat your best customers. We must understand that the best contributions of our employees - their hearts and minds - are as volunteers, because they want to.
This process of growth will be evolutionary, but the net effect will be revolutionary.
Radical Candor: No BS, helping your team create better work.Digital Surgeons
Inspired by Google's Kim Scott, the Digital Surgeons team adapts Radical Candor to fit with their agile & innovative approach to designing the future of experiences.
Source: Candor, Inc.
http://www.radicalcandor.com/
Steven Covey 7 Habits of Highly Effective PeopleJibrael Jos
A slide on Steven Covey Seven Habits ... Its only a teaching aid, you will need to read the book and give your own examples. I use it in Leadership Workshops
8 habits of highly effective people by Stephen R. CoveyHaseebEjaz
Our character is a composite of our habits. Changing habits is hard, but can be done by tremendous commitment.
A (good) habit can be defined as the intersection of knowledge, skill and desire. Change is a cycle of being and seeing (visualization).
Our objective is to move progressively on a maturity continuum from dependence to independence to interdependence. Although independence is the current paradigm of our society, we can accomplish much more by cooperation and specialization. However, we must achieve independence before we can choose interdependence.
Habits 1, 2 and 3 (Be Proactive, Begin with The End in Mind, Put First Things First) deal with self mastery. They are the "private victories" required for character growth. Private victories precede public victories.
Habits 4, 5 and 6 are the more personality-oriented "public victories" of Teamwork, Cooperation and Communication.
Habit 7 is the habit of Renewal, creating an upward spiral of growth.
Effectiveness lies in balancing our Production (P) with building Production Capacity (PC).
Organizationally, the PC principle is to always treat your employees as you want them to treat your best customers. We must understand that the best contributions of our employees - their hearts and minds - are as volunteers, because they want to.
This process of growth will be evolutionary, but the net effect will be revolutionary.
Radical Candor: No BS, helping your team create better work.Digital Surgeons
Inspired by Google's Kim Scott, the Digital Surgeons team adapts Radical Candor to fit with their agile & innovative approach to designing the future of experiences.
Source: Candor, Inc.
http://www.radicalcandor.com/
Steven Covey 7 Habits of Highly Effective PeopleJibrael Jos
A slide on Steven Covey Seven Habits ... Its only a teaching aid, you will need to read the book and give your own examples. I use it in Leadership Workshops
Leaders need to apply psychology knowledge and tools to break the limiting beliefs of both the leader and the followers. These slides provide the tactical methods.
An extract from our book "Your Genius Ideas Book: A dose of commercial creativity for busy L&D professionals" to help you contribute more, drive change and ensure your organisation thrives.
How to start a movement in our modern connected society. Discover key principles and fundaments of making shifts happens by connecting people with purpose.
This presentation shows a surprising tool that is not often used in dealing with toxicity in the workplace: strategic use of qualities, or virtues to improve difficult situations. Link for the tip sheet is: https://d2saw6je89goi1.cloudfront.net/uploads/digital_asset/file/335678/Toxic_workplace_key_themes_from_incidents.pdf
Presentation about Leadership and Emotional Intelligence made in Phoenix, AZ in October 2014 at PMI (Project Management Institute) North America LIM (Leadership Institute Meeting).
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Fakes & Bullies: Taming your impostor syndrome to find your inner thought leader
1. 1
Throughout the presentation you’ll see
these clouds. These are the actual fears
that hit me while making this
presentation. I hope they resonate with
fears you have had and by watching
them change into activating thoughts
rather than limiting ones, it gives some
tools to allow you to do so as well.
Am I going to bomb this presentation?
What if I talk too fast?
What if they don’t get anything out of it?
What if they’re bored?
2. 2
Fakes &
Bullies:
Taming your impostor syndrome to find your inner thought leader
Agile PDX February 2019 Monthly meeting
an evening with Agile PDX and
Kat Daugherty
3. 3
Kat Daugherty
Enterprise Agile Coach
Business Agility
Enterprise Coach,
Speaker
Organizational Change
Management
Neurological Training
Methods
Expertise
Global Organization Design
Certified Scrum Alliance and Scaled Agile Training Providers
Enterprise Agile Transformation
Professional experience
4. 4
Jon Spurlock
Slalom Consultant
Applied Innovation
Marketing
Program Management
Expertise
Technology Leadership
Product Management
Operations
Professional experience
My Great and Many Thanks to
Jon Spurlock, without whom this
talk would not have existed.
5. 5
Shu Ha Ri Shu aHa Ri
Learn the Practice Understand the
Theory
Achieve Self-
Awareness
I can learn my way out of this!
8. 9
Behavior that is:
1. Unwanted
2. Repeated
3. Intended to
establish power
Olweus Bullying
Prevention
Program
Clemson
University
9. 10Can they here my internal voice?
Do I sound like a complainer?
10. 11
How a bully made me feel like a fake,
And a talk on imposters inspired me to view myself differently.
11. 12
Micro-habit changes can feel
mechanical, but often no one is even
noticing but you.
Am I talking too fast?
12. 13
Natural Born
Genius
Feel shame
when it takes you
a long time to
learn something
Perfectionist
Setbacks crush your self
worth because people
expect you to be good at
things.
May avoid trying things
where you might fail.
Superhero
Feel guilty when
not working
Struggle with
work life balance
Soloist
Hesitate to ask
others for help or
work with them
because it could
appear you don’t
have the right
skills
Expert
Feel anxious
when someone
calls you an
expert
IMPOSTER
Syndrome
FACES OF
13. 15
Without vulnerability, we cannot be our authentic selves. It is
only through the courage to own our mistakes that we earn the
right to share our ideas with others.
This part is going to be so hard.
14. 16
Catching my reflection:
In sharing my ideas in ways that didn’t
take the feelings of others into account,
I’ve been a bully too?!
Let ye who has never valued their own ideas over others
be the first to shout bully.
15. 17
Shu ha ri
Learn the practices: Bullies,
Fakes, Imposters
Understand the theory: What
can we do about it?
16. 18
Goodbye, Imposter Syndrome.
Give the negative thoughts a name, a face, an identify and ask them to leave when
you don’t need them in your head space.
Name that voice “Felicia” And tell her BYE! Let’s give the mic to those positive voices!
18. 20
Empathy
Seek first to understand, then to be understood.
Agile applies servant leadership to build empathy into our practices.
The single most important resolution to
every single human conflict is:
19. 22
Servant
Leadership in
Agile
When we teach agile, I find we’re usually
learning processes. Most training events
skip entirely over servant leadership, but
look where and how often you find it in
agile:
20. 23
Building in reminders to the habits I am trying to
develop is one Micro habit that works for me.
Smile.
Stand up tall.
21. 24
The very first line of the manifesto!
We are uncovering
better ways of
developing
software by doing it
and helping others
do it.
22. 25
First and most important value: People
Individuals and
interactions over
processes and tools
23. 26
Even if they’re not on our team: People!
The human experience brings the real
value, not the tool you’re building.
Customer
collaboration over
contract negotiation
24. 27
Yes, even business people are people.
We’re all in the same boat! Seek to
understand! Servants don’t compete.
Business people and
developers must
work
together daily
throughout the
project.
26. 29
Consider the idea of INVITATION. Are
you sharing your ideas with someone
who has not confirmed they want to hear
them? How can you change that habit?
Ask their thoughts, or ask their
permission to share before sharing!
Build projects
around motivated
individuals.
27. 30
You mean if I email you and never speak
to you, you won’t be as likely to trust that
I care about your needs as well as mine?
Who would have guessed!
The most efficient and
effective method of
conveying
information to and
within a development
team is face-to-face
conversation.
29. 32
To me, this means the only way to
“manage” a team is by servant leadership:
Getting things out of their way!
The best
architectures,
requirements, and
designs
emerge from self-
organizing teams.
30. 33
As a team member, how can you help the
others in your team to feel heard to
ensure the best outcome for the product?
How can they best help you to feel
heard? Isn’t that the entire reason we
have a retrospective?
At regular intervals, the
team reflects on how
to become more
effective, then tunes and
adjusts
its behavior accordingly.
31. 34
This is what Empathy
looks like as a verb.
Genuinely listen
33. 36
It’s about the person I’m talking to, not me
If someone doesn’t believe your advice or ideas will
benefit them, then why would you give it to them?
Ask – don’t assume – they might not want a new
idea.
34. 37
Thought leader:
Someone who Learned
something,
Tried something,
and Shared something.
Kat Daugherty, Me,
Person speaking.
Consultant, Slalom
Please stand up.
Sit if you have never learned something.
Sit if you have never tried something you learned.
Sit if you have never shared something you tried.
If you are standing, you are a thought leader in that idea!
When speaking to others, keep in mind they are experts in something you don’t know also. No matter how
far along they are in their journey.
35. 38
Explore their ideas before asking permission to share
what has worked for me.
What has helped you position
yourself in the community as a
thought leader? How do you help
others and gain confidence in your
value?
37. 41
Thought
Leadership
Methods
Ways to share
what you learn
• Connect with me!
https://www.linkedin.com/in/kat-daugherty/
• Tag me and I’ll tag you back!
• Public Speaking
• Contact me if this is an interest for you.
• Forming Communities
• Volunteering
• Champion vs Mentor
• Sharing information is great.
Suggesting opportunities for someone
is better!
The best ideas I have found are “Thought” Leader AND “Servant” Leader
oriented. Let’s focus on making ourselves:
“Thought Servant Leaders”!
38. 42
Shu ha ri
Learn the practices: Bullies,
Fakes, Imposters
Understand the theory: What
can we do about it?
Achieve Self Awareness: How
will you share your growth with
others to lift them up?
39. 43
Goal
20%
• What’s on your mind?
• What’s your ideal
outcome?
• If you would wave a magic
wand?
“What Else?”
Reality
30%
• What’s the challenge for
you?
• What assumptions have
you made?
• How do you feel about it?
• Don’t ask why!
What/How NOT why!
Options
40%
• What have you already
done?
• What would you tell me if
you were coaching me?
• If you say yes to doing
something, what musts you
say no to?
• Can I offer alternatives?
(Wait!)
Way Forward
10%
• What’s a good first
experiment?
• What are others and can
you do many or just one?
• What has been valuable for
you in this conversation
and how can get better?
Coach Format
O WG R
40. 44
HABIT
• What is your new habit?
Your Habit
Plan
TRIGGER
• What are the triggers for the habit
you are breaking?
MICRO-HABIT
• What can you start tomorrow?
PRACTICE
• When and where will you start?