BizHealthCheck is a business that provides organizational assessments to identify unhealthy relationships that cause operational problems. It developed an online assessment tool that generates a heatmap showing the health of relationships, workflow, leadership, and motivational factors across business units. The assessment is intended to identify areas for further investigation to understand causes of unhealthy relationships and create targeted improvement plans. BizHealthCheck also partners with non-profits to help them operate more effectively using the same tools and sharing a portion of profits.
BizHealthCheck provides organizational assessments to identify unhealthy relationships that cause operational problems. By surveying staff, it generates heatmaps showing the perceived health of relationships between teams, workflow, leadership, and motivational factors. It then offers diagnosis and change projects to address the most important but ineffective issues. The goal is to understand and alleviate pain points through collaboration with clients and a global community of organizational leaders and consultants.
Sorin Group is a global medical device company leading in the treatment of cardiovascular diseases. It develops innovative technologies to advance cardiac surgery and heart failure treatment. As part of Sorin Group, employees make a difference for millions of patients worldwide and have opportunities to advance their careers. The company culture emphasizes teamwork, respect, ethics and rewarding employees for their contributions to lifesaving work.
SHYFT is a healthcare technology company creating SaaS software to help life sciences companies analyze clinical and commercial data. Their mission is to accelerate innovation in healthcare by empowering customers to make better decisions. SHYFT prioritizes hiring high performers and building a strong culture of transparency, learning and fun. They strive to offer employees competitive pay and benefits, opportunities for growth, and a meaningful impact through their work.
This employee handbook provides an overview of Pureform and PureKids Radiology, its vision, values, and expectations for employees. It aims to introduce new employees to the company in a fun and informative way. The handbook discusses Pureform's goal of providing exceptional patient care and becoming the WestJet of diagnostic imaging, known for its great customer service. It outlines employees' compensation package and benefits, as well as conduct expectations including being respectful, positive, and avoiding gossip. The handbook concludes by noting some final enrollment and agreement paperwork for new hires to complete.
New Business Health Check for Agencies™Julia Vargiu
New business: is your agency still playing by the “old rules”?
When was the last time you reviewed your go-to-market strategy for new business to determine what works, what doesn’t, and how to fix it? Seriously, if you were a CMO, would you pick your agency?
Do you know your OUCH! Factor™, the true revenue you need to earn to ensure your pitching is profitable?
The document describes a sales excellence diagnostic tool that assesses various aspects of a company's sales organization. It uses surveys of customers, sales managers, and salespeople to evaluate 10 core elements like customer strategy, sales processes, and interactions. The diagnostic is based on over 700 best practices identified through research. It provides a report on areas for improvement, which can be used to prioritize actions. Completing the diagnostic takes 48 hours, and companies choose between a data-only report or an in-depth health check analysis.
BizHealthCheck provides organizational assessments to identify unhealthy relationships that cause operational problems. By surveying staff, it generates heatmaps showing the perceived health of relationships between teams, workflow, leadership, and motivational factors. It then offers diagnosis and change projects to address the most important but ineffective issues. The goal is to understand and alleviate pain points through collaboration with clients and a global community of organizational leaders and consultants.
Sorin Group is a global medical device company leading in the treatment of cardiovascular diseases. It develops innovative technologies to advance cardiac surgery and heart failure treatment. As part of Sorin Group, employees make a difference for millions of patients worldwide and have opportunities to advance their careers. The company culture emphasizes teamwork, respect, ethics and rewarding employees for their contributions to lifesaving work.
SHYFT is a healthcare technology company creating SaaS software to help life sciences companies analyze clinical and commercial data. Their mission is to accelerate innovation in healthcare by empowering customers to make better decisions. SHYFT prioritizes hiring high performers and building a strong culture of transparency, learning and fun. They strive to offer employees competitive pay and benefits, opportunities for growth, and a meaningful impact through their work.
This employee handbook provides an overview of Pureform and PureKids Radiology, its vision, values, and expectations for employees. It aims to introduce new employees to the company in a fun and informative way. The handbook discusses Pureform's goal of providing exceptional patient care and becoming the WestJet of diagnostic imaging, known for its great customer service. It outlines employees' compensation package and benefits, as well as conduct expectations including being respectful, positive, and avoiding gossip. The handbook concludes by noting some final enrollment and agreement paperwork for new hires to complete.
New Business Health Check for Agencies™Julia Vargiu
New business: is your agency still playing by the “old rules”?
When was the last time you reviewed your go-to-market strategy for new business to determine what works, what doesn’t, and how to fix it? Seriously, if you were a CMO, would you pick your agency?
Do you know your OUCH! Factor™, the true revenue you need to earn to ensure your pitching is profitable?
The document describes a sales excellence diagnostic tool that assesses various aspects of a company's sales organization. It uses surveys of customers, sales managers, and salespeople to evaluate 10 core elements like customer strategy, sales processes, and interactions. The diagnostic is based on over 700 best practices identified through research. It provides a report on areas for improvement, which can be used to prioritize actions. Completing the diagnostic takes 48 hours, and companies choose between a data-only report or an in-depth health check analysis.
The document discusses how organizations can determine if they are truly mission-driven and provides suggestions for improving mission focus. It recommends that organizations ask stakeholders about the perceived mission, measure progress towards mission-related goals, and develop a balanced scorecard to translate the strategy into operational terms, align the organization, and make the mission part of everyone's daily work.
This document outlines the methodology of Managing The Mist, a consulting firm that helps organizations create "mist-free" high performance cultures during change initiatives. The methodology involves 5 rules: 1) getting organizational house in order by aligning strategies, processes and behaviors; 2) asking employees for input instead of just telling them changes; 3) developing leaders to step back and focus on continuous improvement; 4) embracing failure so employees are not afraid to take risks; 5) holding each other accountable through feedback and evaluation of actions and results. The firm uses experiential learning techniques to build high performance cultures and measures impact to ensure a return on investment.
The document discusses how people management is linked to business performance and provides reasons why focusing on people can improve efficiency. It notes that adopting improved people management approaches across UK businesses could boost the economy by up to 10% in efficiency gains. Smaller businesses in particular could see efficiency increase by up to 17% by recognizing and rewarding employee performance. The document also emphasizes the importance of employee engagement, organizational values and behaviors, purpose and vision alignment, and using appropriate performance measures and analytics to motivate workers and improve business outcomes.
The document discusses how to think clearly under pressure to achieve operational excellence. It outlines 8 tough choices that must be made: 1) defining goals, 2) engaging leadership, 3) scoping processes and prioritizing, 4) measuring success, 5) developing capabilities, 6) organizing roles, 7) building sustainable cultures, and 8) avoiding barriers. Clear thinking is important for dealing with everyday pressures so people are prepared when pressure is high. Leadership must engage others, understand capabilities, and role model behaviors to ensure everyday performance is a company's best.
The document provides tips on how to maximize valuable employees by reducing turnover. It discusses holding employees accountable while also creating a rewarding workplace. Specific strategies include being clear on expectations by defining values and vision, training employees, regularly reviewing performance, and paying employees based on their performance. Reducing turnover saves money because replacing employees costs an average of $10,000. The presenter advocates setting clear expectations, ongoing training, measuring performance, and incentivizing top performers.
Recruitment and selection module in the best HRMS software solutions not only streamlines this process, but also makes it more efficient and increases the chances of finding the most suitable candidates.
Know more details here: https://blogs.nyggs.com/nyggs/hrms-software-solutions-improve-employee-experience/
The Ultimate Guide to Employee EngagementGary Skipper
Employee engagement has many benefits to an organisation including improved productivity, retention, ideas creation, customer service, team work & loyalty.
But how do you create an environment where staff want to proactively provide a positive contribution to your business and passionately believe in its long term goals and objectives?
The document provides leadership discussion questions to help companies focus on critical human capital matters through leadership actions and discussions. The questions are organized into four broad areas - leadership, finance, strategy, and workplace. They are intended to help jumpstart discussions during leadership retreats, workshops, and planning sessions on topics like developing emerging leaders, aligning strategy with expectations, retaining profitable customers and productive employees, and evolving company culture. The goal is to drive corporate growth through strong leadership.
Introduction to the science of happiness at workSantiago Garcia
The document provides an introduction to the iOpener Institute for People & Performance, which helps organizations achieve strategic goals by maximizing employee performance and happiness. It discusses the science of happiness at work and the institute's 5Cs model of the key factors (contribution, conviction, culture, commitment, confidence) that drive performance and happiness. The institute uses metrics and outcomes-oriented practices to assess organizations and provide interventions to improve happiness and performance in a sustainable way at the individual, team and organizational levels. It also describes the institute's accreditation program to train practitioners in its evidence-based approach.
The document discusses various theories of motivation in the workplace, including Maslow's hierarchy of needs and Herzberg's two-factor theory. It also examines different methods that managers can use to motivate employees, such as financial rewards, empowerment, job design approaches like enrichment and rotation, and quality circles. Challenges in implementing some of these motivational techniques are also addressed.
360° Management Consultants helps corporations, governments, and SMEs improve workforce capabilities and organizational performance to positively impact business results. They offer workforce development consulting to define job structures, evaluate employee alignment, and measure performance to drive business execution. Their unique workforce assessments examine individual employee characteristics and experiences to better align each person's skills and perspectives with organizational needs. They can help companies successfully restructure and realign their workforce when needed to reduce costs, improve operations, ensure growth, and achieve a positive return on investment.
This document provides an overview of a project report on total quality management. It discusses key concepts like quality, total quality, total quality management, principles of TQM, factors that affect employee commitment, and the research methodology used in the study. The study aimed to measure the degree of TQM implementation in an organization and identify factors influencing employee commitment levels. A questionnaire was used to collect primary data from employees. The findings showed that most employees felt the organization was quality conscious but communication could be improved and rewards for good performance were lacking. Recommendations included improving communication, involvement of employees, and recognizing good performance.
The document introduces the Future Work Centre, an independent research organization with a mission to use innovative psychological research to improve work for everyone. It does this by identifying through evidence-based research what workplace policies and initiatives work and don't work, in order to help organizations make better informed decisions. The Center focuses its research on four main themes: the work environment, the employee journey, the healthy workplace, and the evolving organization. It aims to provide organizations with an understanding of how to evaluate various human resources initiatives and better adapt to changes in the workplace.
This document provides an introduction to a framework for improving organizational performance and employee satisfaction based on social science. It begins by noting that small improvements in sales and costs can dramatically increase profits due to multiplier effects. It then asks whether human performance could be improved by 2% to increase sales and reduce costs, in turn doubling profits, without disrupting operations or requiring intense pushing by leaders. The document introduces a general theory of psychology that links human behavior directly to organizational performance and profit/loss. The framework aims to systematically construct organizations and link people to achieve better results.
Nestlé began in the 19th century as a nutrition company developing infant formula. It has since expanded its product lines significantly through mergers and research to include chocolate, coffee, and other foods and beverages. Nestlé established operations in Pakistan in 1988 through an acquisition. It follows a flat, matrix organizational structure with functional departments divided by both function and product. Key human resource departments include Shared Services, which handles payroll and benefits administration, the Centre of Expertise for recruiting, training, and compensation, and Business Partners who link HR to other departments. Training programs aim to enhance employee skills and competencies through both formal sessions and on-the-job learning. Compensation is benchmarked against competitors to be competitive and reward performance.
Tim Wade - 8 Pillars of Profitable ProductivityTim Wade
Extended notes version of the presentation delivered by Tim Wade to over 600 HR professionals at the HR Summit in Singapore on 26 May 2011.
More value and videos at www.timwade.com
Tim Wade, Motivational Speaker Singapore.
The document discusses issues in the nursing work environment and ways to improve it. It mentions that structural and psychological empowerment of nurses can help create a better work environment. When employees feel empowered and have confidence, autonomy, and impact, it reduces feelings of powerlessness. Proper training of managers is also important, as they play a role in retention. Developing employee skills and evaluating attitudes can further strengthen commitment and engagement.
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
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 document discusses how organizations can determine if they are truly mission-driven and provides suggestions for improving mission focus. It recommends that organizations ask stakeholders about the perceived mission, measure progress towards mission-related goals, and develop a balanced scorecard to translate the strategy into operational terms, align the organization, and make the mission part of everyone's daily work.
This document outlines the methodology of Managing The Mist, a consulting firm that helps organizations create "mist-free" high performance cultures during change initiatives. The methodology involves 5 rules: 1) getting organizational house in order by aligning strategies, processes and behaviors; 2) asking employees for input instead of just telling them changes; 3) developing leaders to step back and focus on continuous improvement; 4) embracing failure so employees are not afraid to take risks; 5) holding each other accountable through feedback and evaluation of actions and results. The firm uses experiential learning techniques to build high performance cultures and measures impact to ensure a return on investment.
The document discusses how people management is linked to business performance and provides reasons why focusing on people can improve efficiency. It notes that adopting improved people management approaches across UK businesses could boost the economy by up to 10% in efficiency gains. Smaller businesses in particular could see efficiency increase by up to 17% by recognizing and rewarding employee performance. The document also emphasizes the importance of employee engagement, organizational values and behaviors, purpose and vision alignment, and using appropriate performance measures and analytics to motivate workers and improve business outcomes.
The document discusses how to think clearly under pressure to achieve operational excellence. It outlines 8 tough choices that must be made: 1) defining goals, 2) engaging leadership, 3) scoping processes and prioritizing, 4) measuring success, 5) developing capabilities, 6) organizing roles, 7) building sustainable cultures, and 8) avoiding barriers. Clear thinking is important for dealing with everyday pressures so people are prepared when pressure is high. Leadership must engage others, understand capabilities, and role model behaviors to ensure everyday performance is a company's best.
The document provides tips on how to maximize valuable employees by reducing turnover. It discusses holding employees accountable while also creating a rewarding workplace. Specific strategies include being clear on expectations by defining values and vision, training employees, regularly reviewing performance, and paying employees based on their performance. Reducing turnover saves money because replacing employees costs an average of $10,000. The presenter advocates setting clear expectations, ongoing training, measuring performance, and incentivizing top performers.
Recruitment and selection module in the best HRMS software solutions not only streamlines this process, but also makes it more efficient and increases the chances of finding the most suitable candidates.
Know more details here: https://blogs.nyggs.com/nyggs/hrms-software-solutions-improve-employee-experience/
The Ultimate Guide to Employee EngagementGary Skipper
Employee engagement has many benefits to an organisation including improved productivity, retention, ideas creation, customer service, team work & loyalty.
But how do you create an environment where staff want to proactively provide a positive contribution to your business and passionately believe in its long term goals and objectives?
The document provides leadership discussion questions to help companies focus on critical human capital matters through leadership actions and discussions. The questions are organized into four broad areas - leadership, finance, strategy, and workplace. They are intended to help jumpstart discussions during leadership retreats, workshops, and planning sessions on topics like developing emerging leaders, aligning strategy with expectations, retaining profitable customers and productive employees, and evolving company culture. The goal is to drive corporate growth through strong leadership.
Introduction to the science of happiness at workSantiago Garcia
The document provides an introduction to the iOpener Institute for People & Performance, which helps organizations achieve strategic goals by maximizing employee performance and happiness. It discusses the science of happiness at work and the institute's 5Cs model of the key factors (contribution, conviction, culture, commitment, confidence) that drive performance and happiness. The institute uses metrics and outcomes-oriented practices to assess organizations and provide interventions to improve happiness and performance in a sustainable way at the individual, team and organizational levels. It also describes the institute's accreditation program to train practitioners in its evidence-based approach.
The document discusses various theories of motivation in the workplace, including Maslow's hierarchy of needs and Herzberg's two-factor theory. It also examines different methods that managers can use to motivate employees, such as financial rewards, empowerment, job design approaches like enrichment and rotation, and quality circles. Challenges in implementing some of these motivational techniques are also addressed.
360° Management Consultants helps corporations, governments, and SMEs improve workforce capabilities and organizational performance to positively impact business results. They offer workforce development consulting to define job structures, evaluate employee alignment, and measure performance to drive business execution. Their unique workforce assessments examine individual employee characteristics and experiences to better align each person's skills and perspectives with organizational needs. They can help companies successfully restructure and realign their workforce when needed to reduce costs, improve operations, ensure growth, and achieve a positive return on investment.
This document provides an overview of a project report on total quality management. It discusses key concepts like quality, total quality, total quality management, principles of TQM, factors that affect employee commitment, and the research methodology used in the study. The study aimed to measure the degree of TQM implementation in an organization and identify factors influencing employee commitment levels. A questionnaire was used to collect primary data from employees. The findings showed that most employees felt the organization was quality conscious but communication could be improved and rewards for good performance were lacking. Recommendations included improving communication, involvement of employees, and recognizing good performance.
The document introduces the Future Work Centre, an independent research organization with a mission to use innovative psychological research to improve work for everyone. It does this by identifying through evidence-based research what workplace policies and initiatives work and don't work, in order to help organizations make better informed decisions. The Center focuses its research on four main themes: the work environment, the employee journey, the healthy workplace, and the evolving organization. It aims to provide organizations with an understanding of how to evaluate various human resources initiatives and better adapt to changes in the workplace.
This document provides an introduction to a framework for improving organizational performance and employee satisfaction based on social science. It begins by noting that small improvements in sales and costs can dramatically increase profits due to multiplier effects. It then asks whether human performance could be improved by 2% to increase sales and reduce costs, in turn doubling profits, without disrupting operations or requiring intense pushing by leaders. The document introduces a general theory of psychology that links human behavior directly to organizational performance and profit/loss. The framework aims to systematically construct organizations and link people to achieve better results.
Nestlé began in the 19th century as a nutrition company developing infant formula. It has since expanded its product lines significantly through mergers and research to include chocolate, coffee, and other foods and beverages. Nestlé established operations in Pakistan in 1988 through an acquisition. It follows a flat, matrix organizational structure with functional departments divided by both function and product. Key human resource departments include Shared Services, which handles payroll and benefits administration, the Centre of Expertise for recruiting, training, and compensation, and Business Partners who link HR to other departments. Training programs aim to enhance employee skills and competencies through both formal sessions and on-the-job learning. Compensation is benchmarked against competitors to be competitive and reward performance.
Tim Wade - 8 Pillars of Profitable ProductivityTim Wade
Extended notes version of the presentation delivered by Tim Wade to over 600 HR professionals at the HR Summit in Singapore on 26 May 2011.
More value and videos at www.timwade.com
Tim Wade, Motivational Speaker Singapore.
The document discusses issues in the nursing work environment and ways to improve it. It mentions that structural and psychological empowerment of nurses can help create a better work environment. When employees feel empowered and have confidence, autonomy, and impact, it reduces feelings of powerlessness. Proper training of managers is also important, as they play a role in retention. Developing employee skills and evaluating attitudes can further strengthen commitment and engagement.
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
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.
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Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
The Genesis of BriansClub.cm Famous Dark WEb PlatformSabaaSudozai
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Neil Horowitz
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
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Structural Design Process: Step-by-Step Guide for BuildingsChandresh Chudasama
The structural design process is explained: Follow our step-by-step guide to understand building design intricacies and ensure structural integrity. Learn how to build wonderful buildings with the help of our detailed information. Learn how to create structures with durability and reliability and also gain insights on ways of managing structures.
[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-presentations
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
2. We’ve developed
BizHealthCheck because…
Not-for-profit leaders fight a constant battle to deliver top quality services
with too few resources…
For-profit leaders get frustrated when teams don’t get along as well as we
expect them to…
Organisations are a matrix of relationships, not a hierarchy, and it’s about
time we recognised that!
As small or indie consultants, we constantly struggle to develop new
business while delivering current projects.
3. The business model started
with…
A son who had special needs.
A charity that struggled to
provide them.
A frustration at not being able
to solve their problems.
4. It created a purpose-led
business
That gives a 360 view of the health
of relationships across the value
chain of a business…
That CHALLENGES the
engagement approach of
understanding organisations, which
is parent/child, hierarchical, and
lacks identification of causes…
And is for c-suite leaders and
owners who need to improve the
effectiveness of their organisation.
6. We take away the pain…
It’s a way of healing…
By understanding what is
causing the pain…
And creating tightly defined
change projects...
To take the pain away.
7. It’s a lead generator
BizHealthCheck helps you out
with the demands of
continuous lead generation…
By offering you those tightly
defined change projects as our
clients look to take their pain
away.
8. It’s a commission generator
We like quid pro quo!
So if you send us leads, we’ll
send you a commission on ALL
of the nett revenues that your
lead generates.
9. It’s a business checkup
BizHealthCheck helps business
leaders to easily understand
the health of the relationships
in their organisation…
Through an unbundled
approach to change
management...
That gives them real choices.
10. It’s what energises us…
And we repeat this with our not-for-
profit partners…
By using the same tools...
The same people...
And a portion of our profits...
To make not-for-profits more
effective in delivering their services.
11. That means that…
The money that we make from
our business model that
provides you with business
leads…
Pays you to work in not-for-
profit partners.
We all win!
12. Can help you scale your IP
Work with us to package, scale
and sell your IP globally on the
BizHealthCheck platform.
We’re about to begin system
design…
So join us now to become a
founding member.