Ideas to impact approach to strategy managementDaniel Hayden
I2 is an approach to strategy management that works to align the organization’s mission to metrics to management practices to organizational accountability. By integrating these four elements organizations can enhance performance and drive better results.
• Mission – why does the organization exist
• Metrics – how do you measure and track success
• Management practices - how metrics are integrated into the management conversation
• Organizational accountability – how it links to performance management
If this approach seems like it could help improve your organization, please review the attached presentation or give me a call.
Best,
Daniel
dhayden@bluegreenventures.co
Employee Engagement: Fluffy Nonsense or Mission Critical? Bloomfire
Employee engagement is often attributed to an employee’s emotional attachment to their job. This attachment, whether positive or negative, affects the quality of effort put forth at work. Thus, impacting the employee’s contribution to the company.
Every employee’s part in the organization ultimately drives performance outcomes and affects the bottom line.
Empowering employee engagement is crucial in an organization in order to maximize overall performance.
The Whole-Story with Whole-Person Well-BeingLimeade
The domino effect of well-being is real. What happens in one part of your life effects another part, and the inter-connected chain of events is suddenly set into motion. You probably know this already, but don’t think of it as whole-person well-being. For instance, when you have a bad day at work, and it affects you at home. We have all been there! It’s time we understand the whole story with whole-person well-being. By breaking down the four dimensions of well-being -- physical, emotional, financial, and work -- you can learn about health through a new lens and begin to uncover the ways in which well-being is directly related to successful business results within your organization.
Managing for results from development to disciplinePaul Venderley
Eric Kaufmann draws on over 4000 hours of facilitating senior executives and teams in established companies to become better leaders who make better decisions and achieve better results.
He shared his Managing4Results(c) Model during our August 2010 Learning Event. In it, he delineated how to manage team members at different performance states, and with differing abilities, needs, and levels of autonomy. In particular, the Model provides a convenient and consistent guide for managers to determine when and how to train, coach, and discipline; and how to choose suitable leadership behaviors for each process.
This is the slide deck of Eric's presentation.
Ideas to impact approach to strategy managementDaniel Hayden
I2 is an approach to strategy management that works to align the organization’s mission to metrics to management practices to organizational accountability. By integrating these four elements organizations can enhance performance and drive better results.
• Mission – why does the organization exist
• Metrics – how do you measure and track success
• Management practices - how metrics are integrated into the management conversation
• Organizational accountability – how it links to performance management
If this approach seems like it could help improve your organization, please review the attached presentation or give me a call.
Best,
Daniel
dhayden@bluegreenventures.co
Employee Engagement: Fluffy Nonsense or Mission Critical? Bloomfire
Employee engagement is often attributed to an employee’s emotional attachment to their job. This attachment, whether positive or negative, affects the quality of effort put forth at work. Thus, impacting the employee’s contribution to the company.
Every employee’s part in the organization ultimately drives performance outcomes and affects the bottom line.
Empowering employee engagement is crucial in an organization in order to maximize overall performance.
The Whole-Story with Whole-Person Well-BeingLimeade
The domino effect of well-being is real. What happens in one part of your life effects another part, and the inter-connected chain of events is suddenly set into motion. You probably know this already, but don’t think of it as whole-person well-being. For instance, when you have a bad day at work, and it affects you at home. We have all been there! It’s time we understand the whole story with whole-person well-being. By breaking down the four dimensions of well-being -- physical, emotional, financial, and work -- you can learn about health through a new lens and begin to uncover the ways in which well-being is directly related to successful business results within your organization.
Managing for results from development to disciplinePaul Venderley
Eric Kaufmann draws on over 4000 hours of facilitating senior executives and teams in established companies to become better leaders who make better decisions and achieve better results.
He shared his Managing4Results(c) Model during our August 2010 Learning Event. In it, he delineated how to manage team members at different performance states, and with differing abilities, needs, and levels of autonomy. In particular, the Model provides a convenient and consistent guide for managers to determine when and how to train, coach, and discipline; and how to choose suitable leadership behaviors for each process.
This is the slide deck of Eric's presentation.
Transforming any mature enterprise is tough, it is even harder when failure of error during the transformation could be the end. Healthcare delivery is going through unprecedented change, an industry that has no previous experience in transforming. What should be your first move?
Webinar: Understanding the Employee Burnout Complex Limeade
We're all at risk to lose our best talent and most engaged employees. Employees who are deeply invested in their work over long periods of time without intentional recovery have a higher risk of burnout and exhaustion.
In this 30-minute webinar, you’ll hear from Dr. Laura Hamill, Chief People Officer and Chief Science Offer of the Limeade Institute, who has spent 25 years working with some of the world’s biggest companies to successfully implement employee engagement measurement and research strategies. She'll spend 15 minutes sharing the latest research on burnout and discuss three scenarios with burnout challenges.
Elevating Well-Being as a Business Strategy with NWILimeade
Research shows a clear connection to business results, but even the best programs remain siloed, underutilized, and are often the first to get cut when budgets tighten. In this session, learn how to elevate your well-being program as a business imperative through strategic planning, bridge-building, and thoughtful analytics.
With a solid strategic plan, companies can be proactive rather than merely reacting to situations as they arise. Being proactive enables organizations to keep up with the ever-changing trends in the business and always stay one step ahead of the competition.
How Organisations Can Use Software To Improve Workplace Mental HealthKaren Stead
Title
myosh Wellbeing - Managing Mental Health in your Organisation
Description
The myosh Wellbeing Platform enables Management to Identify, Engage and Manage the Mental Wellbeing of Employees.
Our cloud based solution provides managers and employees with resources and strategies to:
Reduce Risk
Improve Productivity
Promote a positive working environment
Raise awareness and reduce stigma
Management can:
Identify issues
Implement controls,
Create wellness programs
Measure and review initiatives
Health, well-being and productivity improvement in the workplaceLimeade
Slides from a webinar with Dr. Michael Parkinson and Limeade.
We spend $2.8 trillion on healthcare but much is attributed to waste or behaviors we can change. The best place for behavior change? The workplace.
The slides review:
- common drivers of health and productivity in the workplace
- how you can address them in your own organization
- 6-step roadmap to improvement
Just as trust is the foundation for your healthy personal relationships, trust is a cornerstone of work relationships and an essential part of building a thriving work culture. What’s more, trust in the workplace is a key component of organizational effectiveness. Without it, it’s not just your professional relationships that can endure harm, but the livelihood of your business as well.
10 Ways to Make the Most of Wellness VolunteersHES
Overcome common worksite wellness challenges with these ideas. From communication to camaraderie, this guideline covers important tips to make the most of those who donate their time and energy for your corporate wellness campaign.
Creating a Caring Culture to Attract and Retain Talent -12/2/2019Limeade
The needs of the modern workplace have changed. Now, more than ever, organizations like yours are starting to think about how to retain top talent and show employees that their company cares. Care, after all, is the simplest yet most undervalued concept that can turn your workplace into a coveted employer.
Join Limeade and the HR Exchange Network for a webinar that dives deep into the research on the science of care and why it can become a company’s competitive advantage in the war for talent.
Sue Langley is a speaker, organisational consultant and master trainer who inspires people to apply emotional intelligence, positive psychology and neuroscience to achieve positive outcomes. Sue’s gift is synthesising science into simple, practical tools individuals and businesses can use. Founder and CEO of Emotional Intelligence Worldwide and the Langley Group, she is considered the leading advisor in Australia on the practical workplace application of these fields and is the first person to complete a Master in Neuroscience of Leadership, the most in-depth credential in this emerging field. She works internationally with organisations such as Oracle, Coca-Cola Amatil and Wesfarmers to develop positive culture and behaviour and harness the brain's potential.
Transforming any mature enterprise is tough, it is even harder when failure of error during the transformation could be the end. Healthcare delivery is going through unprecedented change, an industry that has no previous experience in transforming. What should be your first move?
Webinar: Understanding the Employee Burnout Complex Limeade
We're all at risk to lose our best talent and most engaged employees. Employees who are deeply invested in their work over long periods of time without intentional recovery have a higher risk of burnout and exhaustion.
In this 30-minute webinar, you’ll hear from Dr. Laura Hamill, Chief People Officer and Chief Science Offer of the Limeade Institute, who has spent 25 years working with some of the world’s biggest companies to successfully implement employee engagement measurement and research strategies. She'll spend 15 minutes sharing the latest research on burnout and discuss three scenarios with burnout challenges.
Elevating Well-Being as a Business Strategy with NWILimeade
Research shows a clear connection to business results, but even the best programs remain siloed, underutilized, and are often the first to get cut when budgets tighten. In this session, learn how to elevate your well-being program as a business imperative through strategic planning, bridge-building, and thoughtful analytics.
With a solid strategic plan, companies can be proactive rather than merely reacting to situations as they arise. Being proactive enables organizations to keep up with the ever-changing trends in the business and always stay one step ahead of the competition.
How Organisations Can Use Software To Improve Workplace Mental HealthKaren Stead
Title
myosh Wellbeing - Managing Mental Health in your Organisation
Description
The myosh Wellbeing Platform enables Management to Identify, Engage and Manage the Mental Wellbeing of Employees.
Our cloud based solution provides managers and employees with resources and strategies to:
Reduce Risk
Improve Productivity
Promote a positive working environment
Raise awareness and reduce stigma
Management can:
Identify issues
Implement controls,
Create wellness programs
Measure and review initiatives
Health, well-being and productivity improvement in the workplaceLimeade
Slides from a webinar with Dr. Michael Parkinson and Limeade.
We spend $2.8 trillion on healthcare but much is attributed to waste or behaviors we can change. The best place for behavior change? The workplace.
The slides review:
- common drivers of health and productivity in the workplace
- how you can address them in your own organization
- 6-step roadmap to improvement
Just as trust is the foundation for your healthy personal relationships, trust is a cornerstone of work relationships and an essential part of building a thriving work culture. What’s more, trust in the workplace is a key component of organizational effectiveness. Without it, it’s not just your professional relationships that can endure harm, but the livelihood of your business as well.
10 Ways to Make the Most of Wellness VolunteersHES
Overcome common worksite wellness challenges with these ideas. From communication to camaraderie, this guideline covers important tips to make the most of those who donate their time and energy for your corporate wellness campaign.
Creating a Caring Culture to Attract and Retain Talent -12/2/2019Limeade
The needs of the modern workplace have changed. Now, more than ever, organizations like yours are starting to think about how to retain top talent and show employees that their company cares. Care, after all, is the simplest yet most undervalued concept that can turn your workplace into a coveted employer.
Join Limeade and the HR Exchange Network for a webinar that dives deep into the research on the science of care and why it can become a company’s competitive advantage in the war for talent.
Sue Langley is a speaker, organisational consultant and master trainer who inspires people to apply emotional intelligence, positive psychology and neuroscience to achieve positive outcomes. Sue’s gift is synthesising science into simple, practical tools individuals and businesses can use. Founder and CEO of Emotional Intelligence Worldwide and the Langley Group, she is considered the leading advisor in Australia on the practical workplace application of these fields and is the first person to complete a Master in Neuroscience of Leadership, the most in-depth credential in this emerging field. She works internationally with organisations such as Oracle, Coca-Cola Amatil and Wesfarmers to develop positive culture and behaviour and harness the brain's potential.
Taking ideas and slides from the Firefighter presentation, I designed a Contractor Safety Presentation which was attended before season start up. The goal was to not only refresh the employees but concentrate on issues which Lafarge has identified as critical hazards they might face while working for Lafarge.
The Virtual World is Calling. 18 Predictions and New RealitiesEdith Yeung
According to CBInsights, VR and AR startups have raised over $1 billion in funding since 2014. VR did not only rock my world, but also the world of many other industries. VR has a depth of engagement that most other medium cannot match because of the immersion it offers. From events to healthcare to travel -- VR is not simply for kids to play games, but offers new forms of experience and expression. The space is moving so fast that most people are missing a lot of the best, under-the-radar use cases that have popped up in the last couple of years.
4. Importance and Urgency Matrix I LOW – Basic issues relating to cost, profit and overall business factors IV HIGH – Lack of real vision for Green Meadows and overall Strategy
We looked at this wrong, Immediate are the critical issues and Basic are the really not so critical issuesNo strategy and lets say Expansion of the Business are really what were talking aboutRunning day to day business activities and getting rights, integrating and restructuring are secondary basic issues
We can start by saying that this case is not like others in the sense there is no real dilemma in the case in terms of urgent problems. The business is doing good and its young owner wants to continue his entrepreneurial success. So in our case when we think of causes and effects we want to look at all the good causes that have created the ultimate effect: success
Good to go
I just quickly summed them up into this
pretend to have a little portfolioSimple Interlocking
More Advanced
Thelatest Project
I’ve put these below, but were not going to spend a lot of time on this.. More say it was a tool to look at various ways to approach the case, point being here are our alternatives#1 Status Quo – go to university and keep day to day operations#2 Expand Operations – hire few individuals and look for new target markets and services#3 Revise Current Design – Align business to become even more of a customer service driven company – hiring of cs staff and provision and review of current customer service and shortfalls. Evaluate organizational strategy and determine areas for improvement albeit long and short term goals#4 Begin vertical integration – keep business as is but expand into areas which supply the business such as sod, interlocking tiles, gravel, etc. Become a distributor if possible#5 Hire Operations Manager to replace Oliver so he can focus on the bigger business isure (most likely Bob) or Hire New Oliver and have Bob be the lead site foreman so Oliver can do his own thing.
Just quick slide they cant really see and what we’ll say is that we needed to look closer at some of the other qual and quan outputs
Hard to read so we’ll use the next slides.
likewise
Touch on quickly
Touch on this one becauseits hard to see from far away, the point being that after out analysis of causes and effects, constraints and opportunities, main decision criteria and selected qualitative and quantitative criterias, we find that Alternatives 4 and 5 seem the best ideas for Oliver.
We’ll just say with 2 options it seemed important to look at the alternatives to the two, what would be the worst case of either and best of either
Could quickly entertain the idea that these two options can help each other and allow Oliver’s business to better expand through creating these synergies of having more ability with both supplies and labour.
The overall idea of where what we feel Oliver should do
Can change this if you want, I just wanted to show something with a timeline onto it,
same
We assume Bob wants to stay with the companyWe assume Oliver wants to keep the company and is interested in pursuing risky endeavors You assume the lawn industry will remain the same and that environmental factors will not change itWe can use the 5 blocks there to sum up what it is we generally know about the case and our own personal experiences
