Jack Welch led a two-decade transformation of GE during his tenure from 1981-2001. He challenged the company to be number 1 or 2 in all business areas. Welch restructured GE through a series of changes, selling more than 200 businesses and making over 370 acquisitions. He emphasized cultural changes like developing leaders and a focus on quality. By the end of Welch's time, services made up 67% of GE's business compared to 15% in 1980, and the company achieved a quality level of 3.4 defects per million operations.
Jack Welch: GE's Two Decade Of TransformationMrudang Thakor
It is about Jack Welch's leadership at GE. Initiatives taken by him by which GE became what today it is!
PPT made from HBR case "GE's two decade of transformation: Jack Welch's leadership"
To get the copy of the ppt, send a request mail at mrudangpharma@gmail.com
Jack Welch: GE's Two Decade Of TransformationMrudang Thakor
It is about Jack Welch's leadership at GE. Initiatives taken by him by which GE became what today it is!
PPT made from HBR case "GE's two decade of transformation: Jack Welch's leadership"
To get the copy of the ppt, send a request mail at mrudangpharma@gmail.com
General Electric - Jack Welch and Jeffrey Immelt - (CEO Succession) | Organiz...Arjun Parekh
This presentation is based on a Case Study: 'Jack Welch and Jeffrey Immelt: Continuity and Change in Strategy, Style and Culture at GE (General Electric)' The presentation also consists of ingenious OB (Organizational Behavior) Analysis. Leadership style, Management Style, of these two great CEOs has been discussed in the slides.
The ppt reflects upon case analysis of GE during the tenure of Jack Welsh. It identity the leadership skill, competency of Jack Welsh to make GE a successful company
Howard schultz : building starbucks communitySaurabh Arora
Reason for success
Having well developed values, culture and charter
Willingness to move out of comfort zone – Introduces flavours of milk
Ensuring that the organisational culture is adhered to globally
Making changes and customising according to local culture
Providing employee benefits and making them feel a part of the family – ESOPs, Training
Conclusion
Howard Schultz’s vision has ensured that Starbucks has been a market leader
He revolutionized the coffee experience – From a regular to commodity to a third place experience
Having their own culture and innovative spirit has kept them ahead of their competitors
Recommendations
Starbucks must maintain the competitive advantage by keeping to its own distinctive culture
Listening and adapting to its customers and their needs
Adapting to localised cultures and developing a culture in each location that is apt
New products should be developed – Look beyond coffee to attract the Asian market
McKinsey & Company: Managing Knowledge and LearningDisha Ghoshal
As part of Strategy execution, this presentation on was on how McKinsey & Company flourished throughout the years by Managing Knowledge and Learning diligently.
History of Apple related to the founders. Particularly Steve Jobs and Steve Woniak in the early stage of the company. This presentation explains also the issues that went on during the expansion of the company.
General Electric - Jack Welch and Jeffrey Immelt - (CEO Succession) | Organiz...Arjun Parekh
This presentation is based on a Case Study: 'Jack Welch and Jeffrey Immelt: Continuity and Change in Strategy, Style and Culture at GE (General Electric)' The presentation also consists of ingenious OB (Organizational Behavior) Analysis. Leadership style, Management Style, of these two great CEOs has been discussed in the slides.
The ppt reflects upon case analysis of GE during the tenure of Jack Welsh. It identity the leadership skill, competency of Jack Welsh to make GE a successful company
Howard schultz : building starbucks communitySaurabh Arora
Reason for success
Having well developed values, culture and charter
Willingness to move out of comfort zone – Introduces flavours of milk
Ensuring that the organisational culture is adhered to globally
Making changes and customising according to local culture
Providing employee benefits and making them feel a part of the family – ESOPs, Training
Conclusion
Howard Schultz’s vision has ensured that Starbucks has been a market leader
He revolutionized the coffee experience – From a regular to commodity to a third place experience
Having their own culture and innovative spirit has kept them ahead of their competitors
Recommendations
Starbucks must maintain the competitive advantage by keeping to its own distinctive culture
Listening and adapting to its customers and their needs
Adapting to localised cultures and developing a culture in each location that is apt
New products should be developed – Look beyond coffee to attract the Asian market
McKinsey & Company: Managing Knowledge and LearningDisha Ghoshal
As part of Strategy execution, this presentation on was on how McKinsey & Company flourished throughout the years by Managing Knowledge and Learning diligently.
History of Apple related to the founders. Particularly Steve Jobs and Steve Woniak in the early stage of the company. This presentation explains also the issues that went on during the expansion of the company.
For over a decade, the TESOL (Teachers of English to Speakers of Other Languages, Inc.) Computer-Assisted Language Learning Interest Section (CALL-IS) has been providing free professional development annually for members and nonmembers alike. In this poster session, the past co-coordinator of the 2012 Electronic Village Online (EVO) will address the collaborative processes that occur in a large-scale, multi-national, open-source project. These include training and mentoring trainers, selecting free technology tools to provide online learning platforms, investigation of Web 2.0 technologies for application to the classroom, and the wholly volunteer nature of this project.
A showcase of gritty, warts-and-all stories about the transformation toward agility of some of Australia’s biggest companies.
From IIT Academy, Hong Kong - meetup.com/IITAcademyHK
· Learn about how a critical government data organisation achieved a 240%+ increase in productivity in just six weeks.
· Hear about the market transforming mobile payments app that reinvigorated one of Australia’s big four banks. Challenges involved resistance from the organisation from line staff through to senior sponsors.
· Hear about how a multi-year flagship project at one of Australia’s major home loan providers was rescued. Out of budget and under-featured, this project was reinvigorated in just 6 months. Complexities included offshore vendors, major time-differences in operations and multiple vendors involved in a complex build.
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To follow Roshan on Twitter (@lepaker) and Facebook, go to: www.facebook.com/roshanthiran.leaderonomics
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Discover the innovative and creative projects that highlight my journey throu...dylandmeas
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Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
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Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
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As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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ENTREPRENEURSHIP TRAINING.ppt for graduating class (1).ppt
GE’s two Decades Transformation
1. GE’s two Decades Transformation
Jack Welch’s Leadership
Group 1
12P139 Ishpreet Singh
12P141 Karan Jaidka
12P142 Kshitij Agrawal
12P143 Kshitij Ahuja
12P146 Manav Gupta
12P178 Vikas Jain
2. Company’s time line
Founded in 1878 by
Thomas Edison.
Focus on Generation,
Distribution, and use of
electric power
Reg Jones(1973-1980)
GE was benchmark for
others companies
(imitated its SBU
based structure &
planning process).
Jack Welch(1981-
2001)
Challenged to be
“better than the
best”
Be no. 1 or no. 2 or
close
3. • When joined GE the U.S. economy had lot
of problems:-
• Welch came out as a transformational leader
• To do so set in motion series of changes to restructure the
company over next five years.
• He had both authoritative and democratic styles of leadership
Neutron JACK
4. Effective Strategic Leadership
Effective Strategic
Leadership
Effectively Managing
the Firm’s Resource
Portfolio
Sustaining an Effective
Organisational Culture Emphasizing Ethical
Practices
Determining Strategic
Direction
Establishing Balanced
Organisational
Controls
Vision and
Mission
360 Degree
feedback
process
Weeding out
Autocratic
Leaders
A Players and
Four E’s
Fix, Sell or Close
Developed
Human and
Social Capial
5. “A decade from now, I
would like General
Electric to be
perceived as a
Unique, high-
spirited,
Entrepreneurial
enterprise…the
most profitable,
highly diversified
company on the
earth, with world
quality leadership
in every one of its
product lines”. --
Jack Welch
Services
GECC Information
Construction &
Engineering
Nuclear Services
Technology
Industrial Electronics
Medical Systems
Material
Aerospace
Aircraft Engines
Core
Lighting
Major Appliance
Motor
Transportation
Turbine Construction
Equipment
Support
Ladd Petroleum
Semi Conductor
GE Trading Co.
Utah Mining
Ventures
Calma
Outside
Housewares
Central Air-Conditioning
TV&Audio
Cable
Mobile
Power Delivery
Radio Stations
Three-Circle Vision for GE
Welch's Vision
6. • Sold more than 200 businesses[SPIN OFF] and made over
370 acquisitions.
• Replaced the strategic planning system with “real time
planning”.
• Built five-page strategy playbook.
• Budgeting process was redefined.[rather than internal
comparison used external means]
• Insisted GE become more “lean and agile” resulting
“Restructuring the Hard Drive”
Delayering
“sector” level
Downsizing
elimination of about
123,450 jobs
Destaffing
elimination of an
additional 122,700 jobs
7. • 1980’s most of the restructuring was complete
• Jack’s priorities were shifting to Culture
Second Stage of Rocket
“A company can boost productivity by restructuring, removing
bureaucracy and downsizing, but it cannot sustain high
productivity without cultural change”
Work Out Best Practices
8. Work Out
Best
Practices
To get unnecessary bureaucratic
work out of the system
Forum in which employees and
their bosses could work out new
ways of dealing with each other
Groups of 40-100 employees were
invited to share views about the
business and how it can be
improved 3-Day session, there
was no documentation of meeting
It was about increasing
productivity through
Competitive Intelligence
[best practices of Ford, HP,
Xerox, Toshiba]
Through best practices
realization by managers that
they were measuring/
managing wrong things
“Software” Initiatives
9. Europe economic
downturn
$17.5 billion invested in
from 1989-1995,on new
plants, acquisitions and
finance.
Mexican peso
collapsed
Great buying opportunity,
acquired 16 companies.
Asia slipped into
Crisis
Welch urged its managers
to view this as an
opportunity to buy rather
than a problem
Working
Philosophy
Going Global
Opportunity
Problem
10. First
• Delivers
commitments
and share
values.
Second
• Doesn’t meet
commitment
and doesn’t
share values.
Third
• Misses
Commitments
but shares
Values
Fourth
• Delivers
commitments
but doesn’t
share values.
Autocrat and
need to weed
out from GE
• People were GE’s key assets and are company's resource.
• Develop leaders aligned to GE’s new vision and culture.
Work Out Idea striked.
• Characterizations of Leaders
• Introduced 360 degree feedback process.
[rating employees on scale of 1-5]
Developing Leaders
11. • To strengthening GE’s Individual Businesses
• Bonus and rewards for idea sharing and not
just idea creation
Integrated Diversity
Boundaryless
Company
The Boundaryless company
we envision will remove the
barriers among engineering,
manufacturing, marketing,
sales, and customer service;
it will recognize no
distinctions between
domestic and foreign
operation
Boundaryless Behavior (Third Wave)
12. • How good can you be?
• Don’t-punish-failure concept.[No disaster of Stretch target Idea]
• By 1995 GE did achieve Operating margin of 14.4% and inventory
turns of almost 7 in 1995
Manager HIT
Basic
Targets
accountable
not accountable
Higher
Goals
Rewarded
Stretch: Achieve the IMPOSSIBLE
13. Service Business
• Future => offset slow growth in Products, started focus on
added value services.
– Medical Business -> “In Site”
– Real time diagnostic concepts applied in Aircraft and Power
systems.
• Biggest growth opportunities => Providing service to customer.
• Making existing assets of Customers more productive.
Products
Products
Selling Products to
Customers
Helping our
customers win
TRANSITION
1
85%
2
15%
1980
1
55%
2
45%
1990
1
45%
2
55%
1995
1
33%
2
67%
1998
Products Services
14. Closing out the decade
• Didn’t go by the trend.[breaking up
multibusiness companies].
• Six Sigma Quality Initiative.[AlliedSignal borrowed form
Motorola]
• Gary Reiner-VP of Business Development lead the Quality
Initiative.
• GE was operating in error[3.4 defects per million operations
and costing $8 - $12billion a year]
• Goal to reach Six Sigma quality levels company wide by
2000.
15. • Tied 40% bonus to Individuals[Six Sigma was not optional].
• Medical Systems= tenfold increase,62% reduction in
turnaround time.
• Change the DNA of GE whose central strand is QUALITY.
Green Belts
• 4 weeks training
5 Months
implementation
Black Belts
• 6 weeks of
instruction in
statistic , data
analysis and other
six sigma tools
Master Black
Belts
• Full time six sigma
instructors –
mentored the Black
Belt candidates
through the two –
years process
Six Sigma Quality
16. "A Players" With "Four E's"
A Players
Individuals with vision, leadership, energy and
courage.
Execution Edge Energy Energize others
• Implemented Performance Appraisal System.
• Globalizing the intellect of the company.
• Continuously upgrading Quality of management was key
success of GE.
17. E-Business
• Each unit had full time dyb.com team
focused to redefine the business
model.
• Welch thought GE was late entrant to
Internet.
• Through the process of Six
Sigma, GE has done the hard work
which is needed to support e-
business.
• Early results of digitizing the
company was success.