1) Making decisions is difficult, especially in complex times, so it's important to go beyond your comfort zone and make decisions quickly and confidently.
2) When making tough decisions, gather as much input and facts from different perspectives as you can, think of others, understand risks and alternatives, and make a logical choice tempered with compassion even if it won't please everyone.
3) If the decision fails, how you handle the aftermath is important.
Leigh A. Drogen is the founder and CEO of Estimize, which provides financial data and analytics. Some key points:
- Estimize aggregates earnings estimates from over 2,300 buy-side and independent analysts and sells this data.
- The platform allows users to rank and rate analysts based on the accuracy of their estimates and other statistical measures. It also allows filtering and alerting on consensus estimates.
- Raising funding for Estimize was challenging. Drogen emphasizes the importance of execution over ideas, hustle over skill, recruiting talent, and gaining investor belief during difficult periods of running out of money early on.
Eleven Thougths On Organizational Performancethegome
This document provides 11 thoughts on improving organizational performance, including leading by example, empowering teams to make decisions, eliminating silos between departments, focusing on innovation over fads, removing barriers for operations, listening to customer feedback, reducing unnecessary meetings, carefully choosing who to model behaviors after, distinguishing strategy from planning, linking succession planning to leadership development, and balancing means with ends.
This document discusses the importance of effective leadership and management. It provides tips for hiring the right people, coaching employees, dealing with different types of workers, improving communication, prioritizing work, holding productive meetings, demonstrating integrity, making quick decisions, developing confidence, and taking action to make a difference. The overall message is that leaders must focus on developing their team, communicating clearly, handling problems directly, and taking initiative to guide the organization successfully.
The document discusses empowerment and provides guidance on empowering individuals and organizations. It defines empowerment as taking responsibility and working independently towards common goals while understanding the reasons for guidelines. Empowerment involves considering the impact of decisions on all stakeholders and making trade-offs, not giving unilateral decision-making power. The document recommends leaders transfer ownership of work to those executing it and create an environment where people want to be responsible. It lists benefits of empowerment such as increased motivation, productivity and innovation.
The foundation of every sucessful Business collaboration is trust. Here's an attempt to give some practical ideas on how to enhance trust in a professional Alliance.
Strategic thinking is more than just arriving at the right answer. A study of 60,000 leaders found that a strategic approach to leadership was on average 10 times more important to perceptions of effectiveness than other behaviors. Effective strategic thinking involves engaging stakeholders, aligning people, and leading change. It also means making thinking visible through tools like sticky notes, weighing different perspectives, and trusting the wisdom of groups over individuals. Gaining buy-in requires creating both warmth and strength through openness and capacity. Shifting from advocacy to inquiry and focusing on opportunities rather than problems also supports strategic thinking.
1) Making decisions is difficult, especially in complex times, so it's important to go beyond your comfort zone and make decisions quickly and confidently.
2) When making tough decisions, gather as much input and facts from different perspectives as you can, think of others, understand risks and alternatives, and make a logical choice tempered with compassion even if it won't please everyone.
3) If the decision fails, how you handle the aftermath is important.
Leigh A. Drogen is the founder and CEO of Estimize, which provides financial data and analytics. Some key points:
- Estimize aggregates earnings estimates from over 2,300 buy-side and independent analysts and sells this data.
- The platform allows users to rank and rate analysts based on the accuracy of their estimates and other statistical measures. It also allows filtering and alerting on consensus estimates.
- Raising funding for Estimize was challenging. Drogen emphasizes the importance of execution over ideas, hustle over skill, recruiting talent, and gaining investor belief during difficult periods of running out of money early on.
Eleven Thougths On Organizational Performancethegome
This document provides 11 thoughts on improving organizational performance, including leading by example, empowering teams to make decisions, eliminating silos between departments, focusing on innovation over fads, removing barriers for operations, listening to customer feedback, reducing unnecessary meetings, carefully choosing who to model behaviors after, distinguishing strategy from planning, linking succession planning to leadership development, and balancing means with ends.
This document discusses the importance of effective leadership and management. It provides tips for hiring the right people, coaching employees, dealing with different types of workers, improving communication, prioritizing work, holding productive meetings, demonstrating integrity, making quick decisions, developing confidence, and taking action to make a difference. The overall message is that leaders must focus on developing their team, communicating clearly, handling problems directly, and taking initiative to guide the organization successfully.
The document discusses empowerment and provides guidance on empowering individuals and organizations. It defines empowerment as taking responsibility and working independently towards common goals while understanding the reasons for guidelines. Empowerment involves considering the impact of decisions on all stakeholders and making trade-offs, not giving unilateral decision-making power. The document recommends leaders transfer ownership of work to those executing it and create an environment where people want to be responsible. It lists benefits of empowerment such as increased motivation, productivity and innovation.
The foundation of every sucessful Business collaboration is trust. Here's an attempt to give some practical ideas on how to enhance trust in a professional Alliance.
Strategic thinking is more than just arriving at the right answer. A study of 60,000 leaders found that a strategic approach to leadership was on average 10 times more important to perceptions of effectiveness than other behaviors. Effective strategic thinking involves engaging stakeholders, aligning people, and leading change. It also means making thinking visible through tools like sticky notes, weighing different perspectives, and trusting the wisdom of groups over individuals. Gaining buy-in requires creating both warmth and strength through openness and capacity. Shifting from advocacy to inquiry and focusing on opportunities rather than problems also supports strategic thinking.
How to recognize and minimize unconscious bias in the workplaceCase IQ
The modern workplace should be an inclusive and welcoming environment for all employees but that isn’t always the case. In fact, systemic inequality is the norm for a vast number of workplaces throughout North America, Europe and beyond. And while the BLM and MeToo movements have received much media attention, the underlying factors that contribute to the inequality they point out aren’t always addressed.
Implicit, or unconscious, bias is the root of many systemic inequities in the workplace. It’s important that we recognize our personal biases, take action to mitigate them and actively serve as an ally to others.
On June 10, join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she outlines strategies for uncovering and reducing implicit bias in workplace decision-making.
The webinar will cover:
● The origins of bias and four different types of bias
● Risk factors that increase our likelihood to engage in bias
● How to compensate for and attempt to overcome bias through clear and tangible actions
● Strategies to combat microaggressions and other exclusive behaviors using simple, tried and true
intervention methods
Colorado Human Resources Association keynote_Decider Advantage Linked InNickTasler
The document discusses the importance of leadership and developing leaders quickly. It states that organizations that develop top talent faster will thrive, while others will struggle. It also discusses the need for HR to take on a leadership role in developing talent. Finally, it introduces the concept of "deciders" - people who can make better decisions faster and tend to be more successful, satisfied, and resilient in their careers. It suggests organizations should focus on acquiring, training, and rewarding decider-type talent.
This document summarizes key points from a presentation about leading change from within organizations. It discusses why change is difficult, strategies for overcoming resistance to change, and tips for change leaders. Some of the main ideas presented include identifying the real problems change aims to address, framing proposed changes in a way that relates to organizational priorities, enlisting early support from allies, and having courageous conversations about difficult issues. The overall message is that successfully driving change requires understanding an organization's culture and navigating both technical and adaptive challenges.
Here’s a book that talks about the importance of noticing things and trends in a company.
It talks of how leaders can encourage the power of noticing by asking the right questions and probing better.
This document discusses workplace conflict in the UK. Some key points:
1) Two in five UK employees experienced some form of interpersonal conflict in the last year, whether an isolated incident or ongoing difficult relationship.
2) Conflict negatively impacts employee stress, motivation, productivity, and can lead to unworkable relationships, absence from work, job changes, discipline issues, resignations, or legal disputes in rare cases.
3) While most conflicts are resolved informally, mediation could benefit many more employees but is underutilized, with only 1.5% of those experiencing conflict using it in the last year. Training managers in conflict resolution and mediation skills is seen as an important way to better address
This document discusses decision making. It notes that every business, leader, and action is the result of a decision. It recommends planning decisions well. The document outlines steps for decision making, including establishing a positive decision-making environment, generating potential solutions, evaluating alternatives, deciding, checking the decision, and communicating/implementing. It also discusses decision biases people may fall prey to and provides exercises for self-assessment related to decision making.
This document discusses donor retention and fundraising. It notes that 93% of donors would likely give again if thanked quickly and personally, and they want updates on how their donations are used. Retention of existing donors and relationships with them are important. Different approaches to fundraising are also mentioned, like having measurable objectives versus inspirational messages. The importance of making it easy for people to take action is discussed.
Influencing without Authority - APM Midlands Branch - October 2016 v02Sarah Coleman
This document contains slides from a presentation on influencing without authority. It discusses developing organizational intelligence and personal impact. Some key points covered include different influencing styles, identifying key players, spheres of influence, and ways to improve influencing abilities. Different techniques are explored such as priming, organizational network analysis, and using language tailored to different learning styles. The presenter is Sarah Coleman, an author and director of an organization that helps improve business performance.
This document discusses crowdfunding a film project through websites like Kickstarter and IndieGoGo. It notes that while crowdfunding is a good way to generate interest and money for a film, filmmakers risk legal issues if certain securities rules are violated. Specifically, crowdfunded projects cannot accept funds from wealthy investors, take in too much from a single person, or promise returns to donors. However, new rules under the JOBS Act will loosen some restrictions in 2012 to allow equity crowdfunding. While the rules are changing to make crowdfunding easier, it is still important for filmmakers to understand the current rules to avoid legal penalties like paying back all funds raised or being banned from future
Enterpreneur mindset for agile teams sharmila patwardhanapgionline
This document discusses the entrepreneur mindset and its importance for agile teams. It notes that an entrepreneurial mindset involves taking responsibility, finding competitive advantages, making plans and taking risks with minimal resources. It also discusses how empowerment enables an entrepreneurial mindset in employees. Surveys found that more than a third of executives believe being more entrepreneurial leads to better financial results. The document advocates hiring and developing intrapreneurs within companies and provides questions to assess a team's willingness to fully take responsibility and embrace risks, mistakes and continuous learning over perfection and procrastination.
Presentation of Research Findings, by YouGov’s Oliver Rowe, Director of Reput...Mattcartmell
Reputation has enormous value and is a concern at the board level. 72% of respondents say their board believes reputation has a strong link to financial performance. While metrics are needed to value reputation efforts, proving a direct economic value is difficult. Non-economic KPIs related to performance, people, and influence may be sufficient if there is management buy-in. External agencies can help clients set measurable objectives and quantify reputation impacts.
Authors: Professor David F. Larcker, Brian Tayan, CGRI Quick Guide Series. Corporate Governance Research Initiative, Stanford Graduate School of Business, August 2017
This Research Spotlight provides a summary of the academic literature on the role of proxy advisors (ISS and Glass, Lewis) in the proxy voting process:
• The influence of proxy advisors on director elections.
• The influence of proxy advisors on say on pay.
• The influence of proxy advisors on proxy contests.
• The influence of proxy advisors on compensation design.
This Research Spotlight expands upon issues introduced in the Quick Guide “Investors and Activism”.
Closing the trust gap: Responsible Business SeriesJill Riseley
The Responsible Business series is a program on key responsible business topics to further education, discussion and debate. Closing the trust gap was the first in this series and looked at what business needs to do to improve and drive trust with stakeholders and consumers.
The document discusses the importance of leadership and developing decisive leaders. It notes that organizations that develop top talent and leaders faster will thrive, while others will struggle. It also discusses the personality traits and processes that help create "deciders" - individuals who can make better and faster decisions. The document advocates that organizations assess how they support or inhibit decisive behavior, and train leaders in applying a three-step "decider process" to drive innovation and results.
Shankar , our GC brought this book to my attention.
This is a book written by a former GE GC. Many people believe that high performance and high integrity cannot co- exist. The author Ben Heineman systematically shows us how it should be done laying great emphasis on the CEO and those who lead teams.
This great company trusts each and every one of us to do the right thing, every moment, every day. I have enormous faith that you will build a high integrity –hi performance culture, both are important.
An Academic Perspective on Reputation…, by Yuri Mishina, Assistant Professor ...Mattcartmell
This document discusses the concept of reputation from various perspectives. It addresses that reputation is audience-specific, multidimensional involving being known and known for something. Having a good reputation can provide benefits like greater market dominance and performance but can also make a company a target. While most work has focused on good reputations, this touches on how reputations may grow and decline differently and require different management tactics. It raises several open questions about how reputation links to different levels like industry, firm and executives as well as its relationship to reality.
2017 ICON Melbourne Forum - Breakout 2: CRISIS AND REPUTATION MANAGEMENTICON
by Darren Behar, SenateSHJ
This session will focus on the latest research into crisis and reputation management, including the latest results from SenateSHJ’s own reputation research of Executive and Board views around Australia.
We will consider a model for staying ahead of the game – and being crisis ready. And we will explore why trust matters as a solid starting point for protecting reputations.
We will also assess the particular challenges of preparing for and managing a crisis as this relates to both traditional and social media.
The document provides a summary of techniques for increasing marketing effectiveness based on principles of behavioral economics and social proof. It discusses how Donald Trump has effectively used social proof in his campaign by consistently promoting endorsements, polls, and images that show large crowds. The document then provides examples of how businesses can apply these principles by using endorsements, highlighting positive reviews and metrics, and maintaining a consistent message. The overall summary is that focusing on how consumers make decisions through principles like social proof can be an inexpensive way for businesses to improve conversion rates.
Halverson Group: Six Factors That Drive Every Consumer ChoiceGina Bazer
The way people make decisions impacts their path to purchase. And understanding the moods and motivations behind people’s choices leads to smarter segmentation.
When your content is complicated (think financial services, healthcare, etc.), it's hard to be human. But that's when it's most important. Here's how you can maintain your humanity in the face of obstacles.
How to recognize and minimize unconscious bias in the workplaceCase IQ
The modern workplace should be an inclusive and welcoming environment for all employees but that isn’t always the case. In fact, systemic inequality is the norm for a vast number of workplaces throughout North America, Europe and beyond. And while the BLM and MeToo movements have received much media attention, the underlying factors that contribute to the inequality they point out aren’t always addressed.
Implicit, or unconscious, bias is the root of many systemic inequities in the workplace. It’s important that we recognize our personal biases, take action to mitigate them and actively serve as an ally to others.
On June 10, join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she outlines strategies for uncovering and reducing implicit bias in workplace decision-making.
The webinar will cover:
● The origins of bias and four different types of bias
● Risk factors that increase our likelihood to engage in bias
● How to compensate for and attempt to overcome bias through clear and tangible actions
● Strategies to combat microaggressions and other exclusive behaviors using simple, tried and true
intervention methods
Colorado Human Resources Association keynote_Decider Advantage Linked InNickTasler
The document discusses the importance of leadership and developing leaders quickly. It states that organizations that develop top talent faster will thrive, while others will struggle. It also discusses the need for HR to take on a leadership role in developing talent. Finally, it introduces the concept of "deciders" - people who can make better decisions faster and tend to be more successful, satisfied, and resilient in their careers. It suggests organizations should focus on acquiring, training, and rewarding decider-type talent.
This document summarizes key points from a presentation about leading change from within organizations. It discusses why change is difficult, strategies for overcoming resistance to change, and tips for change leaders. Some of the main ideas presented include identifying the real problems change aims to address, framing proposed changes in a way that relates to organizational priorities, enlisting early support from allies, and having courageous conversations about difficult issues. The overall message is that successfully driving change requires understanding an organization's culture and navigating both technical and adaptive challenges.
Here’s a book that talks about the importance of noticing things and trends in a company.
It talks of how leaders can encourage the power of noticing by asking the right questions and probing better.
This document discusses workplace conflict in the UK. Some key points:
1) Two in five UK employees experienced some form of interpersonal conflict in the last year, whether an isolated incident or ongoing difficult relationship.
2) Conflict negatively impacts employee stress, motivation, productivity, and can lead to unworkable relationships, absence from work, job changes, discipline issues, resignations, or legal disputes in rare cases.
3) While most conflicts are resolved informally, mediation could benefit many more employees but is underutilized, with only 1.5% of those experiencing conflict using it in the last year. Training managers in conflict resolution and mediation skills is seen as an important way to better address
This document discusses decision making. It notes that every business, leader, and action is the result of a decision. It recommends planning decisions well. The document outlines steps for decision making, including establishing a positive decision-making environment, generating potential solutions, evaluating alternatives, deciding, checking the decision, and communicating/implementing. It also discusses decision biases people may fall prey to and provides exercises for self-assessment related to decision making.
This document discusses donor retention and fundraising. It notes that 93% of donors would likely give again if thanked quickly and personally, and they want updates on how their donations are used. Retention of existing donors and relationships with them are important. Different approaches to fundraising are also mentioned, like having measurable objectives versus inspirational messages. The importance of making it easy for people to take action is discussed.
Influencing without Authority - APM Midlands Branch - October 2016 v02Sarah Coleman
This document contains slides from a presentation on influencing without authority. It discusses developing organizational intelligence and personal impact. Some key points covered include different influencing styles, identifying key players, spheres of influence, and ways to improve influencing abilities. Different techniques are explored such as priming, organizational network analysis, and using language tailored to different learning styles. The presenter is Sarah Coleman, an author and director of an organization that helps improve business performance.
This document discusses crowdfunding a film project through websites like Kickstarter and IndieGoGo. It notes that while crowdfunding is a good way to generate interest and money for a film, filmmakers risk legal issues if certain securities rules are violated. Specifically, crowdfunded projects cannot accept funds from wealthy investors, take in too much from a single person, or promise returns to donors. However, new rules under the JOBS Act will loosen some restrictions in 2012 to allow equity crowdfunding. While the rules are changing to make crowdfunding easier, it is still important for filmmakers to understand the current rules to avoid legal penalties like paying back all funds raised or being banned from future
Enterpreneur mindset for agile teams sharmila patwardhanapgionline
This document discusses the entrepreneur mindset and its importance for agile teams. It notes that an entrepreneurial mindset involves taking responsibility, finding competitive advantages, making plans and taking risks with minimal resources. It also discusses how empowerment enables an entrepreneurial mindset in employees. Surveys found that more than a third of executives believe being more entrepreneurial leads to better financial results. The document advocates hiring and developing intrapreneurs within companies and provides questions to assess a team's willingness to fully take responsibility and embrace risks, mistakes and continuous learning over perfection and procrastination.
Presentation of Research Findings, by YouGov’s Oliver Rowe, Director of Reput...Mattcartmell
Reputation has enormous value and is a concern at the board level. 72% of respondents say their board believes reputation has a strong link to financial performance. While metrics are needed to value reputation efforts, proving a direct economic value is difficult. Non-economic KPIs related to performance, people, and influence may be sufficient if there is management buy-in. External agencies can help clients set measurable objectives and quantify reputation impacts.
Authors: Professor David F. Larcker, Brian Tayan, CGRI Quick Guide Series. Corporate Governance Research Initiative, Stanford Graduate School of Business, August 2017
This Research Spotlight provides a summary of the academic literature on the role of proxy advisors (ISS and Glass, Lewis) in the proxy voting process:
• The influence of proxy advisors on director elections.
• The influence of proxy advisors on say on pay.
• The influence of proxy advisors on proxy contests.
• The influence of proxy advisors on compensation design.
This Research Spotlight expands upon issues introduced in the Quick Guide “Investors and Activism”.
Closing the trust gap: Responsible Business SeriesJill Riseley
The Responsible Business series is a program on key responsible business topics to further education, discussion and debate. Closing the trust gap was the first in this series and looked at what business needs to do to improve and drive trust with stakeholders and consumers.
The document discusses the importance of leadership and developing decisive leaders. It notes that organizations that develop top talent and leaders faster will thrive, while others will struggle. It also discusses the personality traits and processes that help create "deciders" - individuals who can make better and faster decisions. The document advocates that organizations assess how they support or inhibit decisive behavior, and train leaders in applying a three-step "decider process" to drive innovation and results.
Shankar , our GC brought this book to my attention.
This is a book written by a former GE GC. Many people believe that high performance and high integrity cannot co- exist. The author Ben Heineman systematically shows us how it should be done laying great emphasis on the CEO and those who lead teams.
This great company trusts each and every one of us to do the right thing, every moment, every day. I have enormous faith that you will build a high integrity –hi performance culture, both are important.
An Academic Perspective on Reputation…, by Yuri Mishina, Assistant Professor ...Mattcartmell
This document discusses the concept of reputation from various perspectives. It addresses that reputation is audience-specific, multidimensional involving being known and known for something. Having a good reputation can provide benefits like greater market dominance and performance but can also make a company a target. While most work has focused on good reputations, this touches on how reputations may grow and decline differently and require different management tactics. It raises several open questions about how reputation links to different levels like industry, firm and executives as well as its relationship to reality.
2017 ICON Melbourne Forum - Breakout 2: CRISIS AND REPUTATION MANAGEMENTICON
by Darren Behar, SenateSHJ
This session will focus on the latest research into crisis and reputation management, including the latest results from SenateSHJ’s own reputation research of Executive and Board views around Australia.
We will consider a model for staying ahead of the game – and being crisis ready. And we will explore why trust matters as a solid starting point for protecting reputations.
We will also assess the particular challenges of preparing for and managing a crisis as this relates to both traditional and social media.
The document provides a summary of techniques for increasing marketing effectiveness based on principles of behavioral economics and social proof. It discusses how Donald Trump has effectively used social proof in his campaign by consistently promoting endorsements, polls, and images that show large crowds. The document then provides examples of how businesses can apply these principles by using endorsements, highlighting positive reviews and metrics, and maintaining a consistent message. The overall summary is that focusing on how consumers make decisions through principles like social proof can be an inexpensive way for businesses to improve conversion rates.
Halverson Group: Six Factors That Drive Every Consumer ChoiceGina Bazer
The way people make decisions impacts their path to purchase. And understanding the moods and motivations behind people’s choices leads to smarter segmentation.
When your content is complicated (think financial services, healthcare, etc.), it's hard to be human. But that's when it's most important. Here's how you can maintain your humanity in the face of obstacles.
The document outlines an agenda for a workshop on leadership and persuasion hosted by The Chazin Group. The agenda covers topics like winning trust, building credibility, leadership styles, planning and overcoming barriers. It provides guidance on developing skills like setting vision, listening, problem solving creatively, and embracing change.
The document outlines an agenda for a workshop on leadership and persuasion hosted by The Chazin Group. The agenda covers topics like winning trust, building credibility, leadership styles, planning and overcoming barriers. It provides guidance and advice on each topic through quotes, definitions, and strategies for participants to improve their skills.
Building enduring leadership - Creating a LegacyMirza Yawar Baig
This document discusses creating a legacy and aligning organizational and individual goals. It emphasizes shifting from a consumption mindset of "what can I get" to a contribution mindset of "what can I do." The document outlines several components of creating a strong organizational culture and legacy, including having a clear sense of identity and purpose. It discusses the importance of strategic focus, focusing on quality and people, and enduring leadership. It provides methods for defining an organization's core values and "covenant" or purpose for existing. The document also addresses measuring and reinforcing cultural moments and managing the anxiety that can come with cultural change initiatives.
The article discusses two main issues that contribute to ongoing ethical problems in business: failed leadership and lack of moral awareness. Failed leadership is about leaders not fully committing to transparency and empowering employees, which can lead to alienation. Leaders must also be morally aware by committing to principles, understanding risks of living by principles, and having resolve to pay the price for upholding values. Addressing these issues through values-based leadership training can help close the gap between professed and practiced values in organizations.
Jon M. Huntsman built a successful chemical company based on strong ethical principles. In his book, he discusses how maintaining integrity, keeping promises, choosing advisors wisely, and giving back to society allowed him to succeed financially without compromising his values. He argues these "playground values" of fairness, honesty and responsibility still apply in business today. Upholding high standards and surrounding oneself with people of character are keys to sustainable long-term success and fulfillment, according to Huntsman.
Rational versus emotional – inside the mind of your buyerB2B Marketing
This document discusses how emotion is important in B2B marketing because business people are still people with emotions even at work. It argues that the common assumptions that business decisions are made entirely rationally and through a single logical decision are flawed, as purchasing decisions actually involve many "micro-yesses" that are highly emotive. The document introduces behavioural economics as a framework that combines neuroscience and psychology to understand how people actually think and make decisions using two systems - fast, intuitive thinking and slow, rational thinking. It discusses various cognitive biases and techniques like framing, cognitive ease and implicit/explicit goals that can influence purchasing decisions in emotionally-driven ways.
The document provides guidance for leaders on who they are and what they must do. It discusses that leaders must be anchors in times of turbulence, models for others, and business-oriented. They must be confident, take risks, and provide solutions rather than just problems. Leaders are responsible for the success or failure of the organization. They must perform, learn, prepare, preside, and play their role. Effective leaders inspire others and have better ways to accomplish missions. An organization succeeds when leadership knows that problems come from past solutions, the easy way out leads back in, and actions are not closely related to their effects. Management exhibits a shared purpose, aligned contributions, a culture of trust and commitment, and results that exceed expectations.
Andrew Harris from BlackcatConsulting.co.nz is working with a number of business owners who are on the precession journey and have been strengthening their management teams with some staggering results. He will share with you some of these scenarios, how this has re-energised these businesses and the overall impact on the bottom line.
Planning for a successful future.
This document discusses various approaches to decision making including intuitive, analytical, and coin toss methods. It outlines the OAR (Objectives, Alternatives, Risks) framework for analytical decision making and provides steps for making decisions including defining the problem, gathering data, evaluating options, and acting on the decision. Key factors that influence decision making are identified such as goals, priorities, risk tolerance. Guidelines are given such as avoiding snap decisions, writing down pros and cons, and being responsible for the consequences of decisions.
This document summarizes feedback from clients who have used Nancy Roberts' DISC Wizard hiring process and assessments. It includes quotes from multiple clients praising the accuracy and success they experienced in hiring using Roberts' tools and approach. One quote describes how an assessment accurately predicted a candidate would become frustrated and quit. Another discusses how an assessment proved more accurate than a headhunter in evaluating a candidate. The feedback highlights the benefits clients have experienced in making better hiring decisions and achieving stronger job fits using Roberts' pre-employment assessments and benchmarking system.
Insights for career professionals seeking to prepare themselves, prepare their families, leave their jobs and build the ultimate startups.
Insights from world-class VCs, angel investors, entrepreneurs, researchers and attorneys including: Brad Feld (co-founder of Techstars), Peter Wilkins (Hyde Park Angels), Hank Barry (former CEO of Napster), Howard Tullman (1871) and many others make this the ultimate guide for someone wanting to leave their corporate life behind and launch a startup.
Five characteristics of trusting workplaces that help organizations get and keep loyal customers are: 1) having the right people in the right jobs; 2) clearly communicating a consistent vision; 3) basing the culture on defined values rather than rules; 4) habitually listening to employees and customers; and 5) focusing on employees' strengths. Trusting workplaces establish processes and coach employees to implement the "Law of Psychological Reciprocity" where people tend to reciprocate the trust and treatment they receive.
This document provides tips for effectively delivering bad news to stakeholders on projects. It discusses separating facts from emotions, being upfront and honest, and delivering news in person. It also emphasizes tailoring the delivery based on the recipient's decision-making style, such as focusing more on proven methods for followers or using visual aids for charismatics. Overall, the document stresses the importance of considering both what information needs to be shared as well as how, when, and to whom it is delivered.
REDEFINING A BRAND IN PURSUIT OF DAY ONE & BEYONDMelissa Luongo
This document outlines a company's efforts to redefine their brand around helping people achieve their financial goals through addressing behavioral challenges. It discusses common behavioral challenges like procrastination, optimism bias, and impulse control that hold people back from things like saving for retirement. The company has recruited experts in various behavioral fields and developed behavioral tools like quizzes and exercises to help people identify their individual challenges and take action towards their goals. The goal is to increase enrollment, contributions, and other beneficial financial actions by incorporating behavioral science insights.
Redefining a Brand: In Pursuit of Day One & Beyond - By Kara Segreto, VP and ...Melissa Luongo
This document outlines a company's efforts to redefine their brand around helping people achieve their financial goals through addressing behavioral challenges. It discusses common behavioral challenges like procrastination, optimism bias, impulse control that interfere with saving and planning for retirement. The company utilizes behavioral science experts and interactive tools and exercises to help people identify their individual challenges and motivate them to take action toward their financial goals. The goal is to increase enrollment in retirement savings plans and contributions by 60% through incorporating behavioral science insights.
In this podcast, Bob Keebler covers Revenue Procedure 2014-18, which provides a simplified method for certain taxpayers to obtain an extension of time to make a portability election. Rev. Proc. 2014-18 provides an automatic extension for certain estates of decedents dying in 2011, 2012 and 2013 to elect portability. The extension applies to estates that would otherwise not have had a filing requirement, and allows the estates to file a return to elect portability until December 31. It includes the estates of same-sex decedents who were not eligible to elect portability until after the Windsor decision. Access more resources in the Planning After ATRA and NIIT Toolkit, including more podcasts, new charts by Bob Keebler as well as webcast recordings and Forefield Advisor alerts/videos, and the complete four-volume set of The CPA’s Guide to Financial & Estate Planning, recently updated for ATRA and NIIT, and much more.
Explore the New IRS Form for Net Investment Income TaxAICPA
Bob Keebler goes line by line through Form 8960, Net Investment Income Tax for Individual, Estates and Trusts, to help members understand key elements they need to know for tax season.
This document provides an overview and summary of a presentation on understanding the 3.8% Net Investment Income Tax (NIIT) and its effect on individuals, trusts, estates, and closely held entities. It discusses key aspects of the NIIT such as the definition of net investment income, the threshold amounts, and exceptions. It also summarizes portions of the final regulations related to specific provisions like the treatment of rental real estate activities, qualified retirement plan distributions, and the new safe harbor for real estate professionals.
The purpose of Roth IRA conversions as it relates to NIIT is to lower modified adjusted gross income (MAGI) below the threshold amount over the long-term. Some benefits of Roth conversions include lower overall taxable income, tax-free compounding, no required minimum distributions at age 70 ½, tax-free withdrawals for beneficiaries, and more effective funding of the “bypass trust”. Converting to a Roth IRA creates opportunities to reduce the overall size of the estate and to take advantage of greater tax-free yields and favorable tax attributes. Bob Keebler walks you through the mathematics of conversion through examples, tactical considerations, and a four-step process for Roth conversion planning.
A Charitable Remainder Trust is a split interest trust consisting of an income interest, which is paid to the donor or other beneficiary during the term of the trust, and a remainder interest, which is paid to the designated charity. The purpose of this strategy is to harbor net investment income in a tax-exempt environment while leveling income over a longer period of time to keep MAGI below the threshold amount. CRTs are especially useful when there is a large capital gain that pushes income above the threshold amount.
This document provides an overview and analysis of tax bracket management for year-end planning. It discusses the tax rates and thresholds for ordinary income, capital gains, itemized deductions, and exemptions through 2017. It also includes an example projecting the taxes for a client with wages, capital gains, and future IRA distributions over a 5-year period under the new rules. The document aims to help CPAs and their clients understand and strategize around income and asset placement to minimize taxes.
Proactive Year-end Financial and Tax Planning StrategiesAICPA
In the third webcast in the AICPA Insights Live webcast series, Beth Gamel, CPA/PFS, Robert S. Keebler, CPA, Ted Sarenski, CPA/PFS and Scott Sprinkle, CPA/PFS, CGMA came together to discuss year-end financial and tax planning strategies, specifically to address the American Taxpayer Relief Act and the Net Investment Income Tax. Below you can find an audio recording from the webcast, as well as the accompanying presentation. Be sure to explore the other webcasts in the AICPA Insights Live webcast series.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
5 key differences between Hard skill and Soft skillsRuchiRathor2
𝐓𝐡𝐞 𝐏𝐞𝐫𝐟𝐞𝐜𝐭 𝐁𝐥𝐞𝐧𝐝:
𝐖𝐡𝐲 𝐘𝐨𝐮 𝐍𝐞𝐞𝐝 𝐁𝐨𝐭𝐡 𝐇𝐚𝐫𝐝 & 𝐒𝐨𝐟𝐭 𝐒𝐤𝐢𝐥𝐥𝐬 𝐭𝐨 𝐓𝐡𝐫𝐢𝐯𝐞 💯
In today's dynamic and competitive market, a well-rounded skillset is no longer a luxury - it's a necessity.
While technical expertise (hard skills) is crucial for getting your foot in the door, it's the combination of hard and soft skills that propels you towards long-term success and career advancement. ✨
Think of it like this: Imagine a highly skilled carpenter with a masterful understanding of woodworking (hard skills). But if they struggle to communicate effectively with clients, collaborate with builders, or adapt to project changes (soft skills), their true potential remains untapped. 😐
The synergy between hard and soft skills is what creates true value in the workplace. Strong communication allows you to clearly articulate your technical expertise, while problem-solving skills help you navigate complex challenges alongside your team. 💫
By actively developing both sets of skills, you position yourself as a well-rounded professional who can not only perform tasks efficiently but also contribute meaningfully to a collaborative and dynamic work environment.
Go through the carousel and let me know your views 🤩
I am an accomplished and driven administrative management professional with a proven track record of supporting senior executives and managing administrative teams. I am skilled in strategic planning, project management, and organizational development, and have extensive experience in improving processes, enhancing productivity, and implementing solutions to support business objectives and growth.
LinkedIn Strategic Guidelines for June 2024Bruce Bennett
LinkedIn is a powerful tool for networking, researching, and marketing yourself to clients and employers. This session teaches strategic practices for building your LinkedIn internet presence and marketing yourself. The use of # and @ symbols is covered as well as going mobile with the LinkedIn app.
Parabolic antenna alignment system with Real-Time Angle Position FeedbackStevenPatrick17
Introduction
Parabolic antennas are a crucial component in many communication systems, including satellite communications, radio telescopes, and television broadcasting. Ensuring these antennas are properly aligned is vital for optimal performance and signal strength. A parabolic antenna alignment system, equipped with real-time angle position feedback and fault tracking, is designed to address this need. This document delves into the components, design, and implementation of such a system, highlighting its significance and applications.
Importance of Parabolic Antenna Alignment
The alignment of a parabolic antenna directly affects its performance. Even minor misalignments can lead to significant signal loss, which can degrade the quality of the received signal or cause communication failures. Proper alignment ensures that the antenna's focal point is accurately directed toward the signal source, maximizing the antenna's gain and efficiency. This precision is especially crucial in applications like satellite communications, where the antenna must track geostationary satellites with high accuracy.
Components of a Parabolic Antenna Alignment System
A parabolic antenna alignment system typically includes the following components:
Parabolic Dish: The primary reflector that collects and focuses incoming signals.
Feedhorn and Low Noise Block (LNB): Positioned at the dish's focal point to receive signals.
Stepper or Servo Motors: Adjust the azimuth (horizontal) and elevation (vertical) angles of the antenna.
Microcontroller (e.g., Arduino, Raspberry Pi): Processes sensor data and controls the motors.
Potentiometers: Provide feedback on the antenna's current angle positions.
Fault Detection Sensors: Monitor for potential faults such as cable discontinuities or LNB failures.
Control Software: Runs on the microcontroller, handling real-time processing and decision-making.
Real-Time Angle Position Feedback
Real-time feedback on the antenna's angle position is essential for maintaining precise alignment. This feedback is typically provided by potentiometers or rotary encoders, which continuously monitor the azimuth and elevation angles. The microcontroller reads this data and adjusts the motors accordingly to keep the antenna aligned with the signal source.
Fault Tracking in Antenna Alignment Systems
Fault tracking is vital for the reliability and performance of the antenna system. Common faults include cable discontinuities, LNB malfunctions, and motor failures. Sensors integrated into the system can detect these faults and either notify the user or initiate corrective actions automatically.
Design and Implementation
1. Parabolic Dish and Feedhorn
The parabolic dish is designed to reflect incoming signals to a focal point where the feedhorn and LNB are located. The dish's size and shape depend on the specific application and frequency range.
2. Motors and Position Control
Stepper motors or servo motors are used to control the azimuth and elevation of
2. Decision-making isn’t easy. Especially in today’s complex
and disruptive environment. That’s why we must go beyond
our comfort zone to make decisions quickly and confidently.
We recently asked members to share their best advice on
making tough decisions. Here’s a sampling of their
suggestions.
3. “Not making a decision IS making a
decision.”
Chad Kisner, CPA, Partner, Childers & Steagall, PLC
“You can’t be afraid to fail. You won’t always be right, but
not making a decision IS making a decision.”
4. “Tell the truth to yourself.”
Sue Chaplin Herb, CPA, Vice President, Finance and Financial Reporting, AEG
“I’ve heard it said that one of the most important things
you can do is tell the truth to yourself. Admit to yourself
the state you are truly facing in order to make the tough
decisions and get the right outcomes.”
5. “Decisions are team sports.”
Kristine Caratan, CPA, CGMA, Executive Lecturer, San Francisco State University
“All too often some leaders will seek information, and
then finally make a decision without taking any of it into
consideration. Or others will take all the credit for
another’s idea. Decisions are team sports. If not, you
will rarely have anyone follow you.”
6. “Look at the facts from different points of
view.”
Karen Brewer Tarver, CPA, Partner, Elgee Rehfeld Mertz, LLC
“Get all the facts you can, look at them from different
points of view and make a decision you can justify to
yourself and others.”
7. “Understand what you don’t know.”
Bonnie Mann, CPA, Principal, London Witte Group, LLC
“Understand what you don’t know, understand that it’s
OK not to know everything and understand where to go
inside and outside of your organization to get help.”
8. “Radical transparency is needed.”
Alexio T Paguwa, SAP FICO Consultant, and CIMA Student
“Radical transparency is needed. A leader should move
away from pre-set organizational norms and explore
possible new ventures with a risk-averse mindset.”
9. “Think of others first.”
Brad Pees, CPA, Director Federal Tax Audit, Johnson Controls
“Think of others first when making a decision. If you
value others first, you will more than likely make the
right decision.”
10. “Have a risk assessment.”
Karthi Sugunan, CGMA – Finance and Accounting Manager
“Have a risk assessment and a firm exit strategy. If initial
results point to more risk, the fear of making that
decision will be greatly reduced.”
11. “Temper with compassion.”
Charles Blackmon, CPA, CGMA, Director of Information Technology, Pacolet Milliken Enterprises, Inc.
“Make a logical decision based on the facts, tempered
with compassion.”
12. “Understand the decision may not please
everyone.”
Valerie Scarantino, CPA, Manager – Fraud Risk and Control, AmeriGas Propane
“Gather facts. Solicit additional input. Listen and HEAR.
Weigh positives and negatives in an objective manner.
Re-evaluate and decide. Understand that this decision
may not please everyone, so be prepared to address
concerns.”
13. “Obtain as much input as possible.”
Eric Kinsherf, CPA, Owner, Eric A. Kinsherf, CPA
“Obtain as much input as possible. List the pros and
cons of each decision, and ask ‘Is this the right thing to
do?’ Wait one day, make the decision and move on.”
14. “Trust your intuition – it is right more often
than wrong.”
Daryl Rollins, CPA, Tax & Audit Partner, Rosenbaum, Rollins & Olah, P.C.
“Gather all facts available in a timely manner. If they are
not enough to make an informed decision, then trust your
intuition – it is right more often than wrong.”
15. “Ask questions before responding.”
Michael Harnish, CPA, Board Member, Water Redevelopment Company
“Listen to what the person coming to you is saying, and
ask questions before responding. 90% of the time, I have
found that the right solution is hiding in their comments.”
16. “Talk it out with smart people who you
trust.”
Brannon Poe, CPA, Founder, Poe Group Advisors
“Talk it out with smart people who you trust. Clarity can
come from writing about and talking about the issue.
Also, don’t rush to make a decision. Wait until you are at
peace with it.”
17. “If it fails, it’s all in how you handle the
aftermath.”
Edward Collins-Fanner, CPA, Small Business Consultant
“Formulate a summary of the issue as best you can, and
make the decision, knowing that if the action taken works,
it worked. If it fails, it’s all in how you handle the
aftermath.”