Research Impact-Make it memorable 10 Dec presentationVertigo Ventures
The following presentation was made at the recent Pragmatic Impact Workshop at Brunel University, encouraging Impact Officers to ensure the whole organisation can access and contribute to impact data over time.
Socialising the process of reporting dangerous situationsSasja Beerendonk
Two scenarios which describe the companies Shanks and Chemgas in the Netherlands who are using IBM Connections Cloud for the QSHE reporting of incidents to prevent accidents and improve work place safety.
Presentation at IconUk 2015 in London.
Change is the future, which is created by our change.
We do understand a need to change from time to time, either from the perspective of internal (our needs and values) or external (our organizations and/or community). Our world/economy is changing (for example, the approaching Industry 4.0 era, vide:http://goo.gl/hArbDh), so do the techniques and strategies that are able to help us in managing/leading change. In this regard, successful stories must come from those who understand the basics of change; those who are able to lead and/or accept changes; and those who proactively create the changes necessary that could ultimately bring even better future.
Is change so hard? Here, an understanding of change and the necessary techniques should be able to help facilitate our diagnosis, acceptance, leadership, and/or creation of changes. To this end, these slides start with an elaboration on change, and the barriers to change. As change is a process, an understanding of the cycle, stages, consideration of change; as well as the ways of minimizing risk and cost should be able to facilitate our adaptation to change. As cost of change is playing an important role in implementing change, therefore, audiences/readers are provided with an up-to-date change equation involving cost, which is to replace the one that was adopted in 1960’s. In order that change strategy can be successfully implemented, a simple, pragmatic, and innovated approach for managing change is introduced, with focus be placed on facilitating us in adapting and/or leading change. Furthermore, attention is drawn to the recipes of a successful change, which is attributable to an understanding and combination of leadership, vision, communication, training, fairness, trust, care, respect, culture, and change agents.
More specifically, in terms of strategic model and techniques for managing change, the P.O.L.I.C.E. leadership model helps plan and lead change effectively, whereas those strategic analysis tools help diagnose and unveil any barrier and/or inducement to change. Here, SWOT analysis is replaced by TOWS analysis, which serves to prioritize those threats and opportunities that around us, whereby we could take advantage of opportunities and minimize threats by exploiting our strengths and overcoming our weaknesses. In addition, the use of feedback analysis serves to preview, assess, and judge the facts, variables, and/or consideration prior to deciding a change. For the sake of a post-change assessment, feedback analysis is employed to review the judgement and decision-making in such a change, as well as those pros and coins arising from that change, so as to ascertain whether/what change plan/strategies have to be fine-tuned/revised respectively.
Lastly, audiences/readers are intentionally provided with references, which allow them to refer to these crucial sources of knowledge and information about managing change for further learning.
Research Impact-Make it memorable 10 Dec presentationVertigo Ventures
The following presentation was made at the recent Pragmatic Impact Workshop at Brunel University, encouraging Impact Officers to ensure the whole organisation can access and contribute to impact data over time.
Socialising the process of reporting dangerous situationsSasja Beerendonk
Two scenarios which describe the companies Shanks and Chemgas in the Netherlands who are using IBM Connections Cloud for the QSHE reporting of incidents to prevent accidents and improve work place safety.
Presentation at IconUk 2015 in London.
Change is the future, which is created by our change.
We do understand a need to change from time to time, either from the perspective of internal (our needs and values) or external (our organizations and/or community). Our world/economy is changing (for example, the approaching Industry 4.0 era, vide:http://goo.gl/hArbDh), so do the techniques and strategies that are able to help us in managing/leading change. In this regard, successful stories must come from those who understand the basics of change; those who are able to lead and/or accept changes; and those who proactively create the changes necessary that could ultimately bring even better future.
Is change so hard? Here, an understanding of change and the necessary techniques should be able to help facilitate our diagnosis, acceptance, leadership, and/or creation of changes. To this end, these slides start with an elaboration on change, and the barriers to change. As change is a process, an understanding of the cycle, stages, consideration of change; as well as the ways of minimizing risk and cost should be able to facilitate our adaptation to change. As cost of change is playing an important role in implementing change, therefore, audiences/readers are provided with an up-to-date change equation involving cost, which is to replace the one that was adopted in 1960’s. In order that change strategy can be successfully implemented, a simple, pragmatic, and innovated approach for managing change is introduced, with focus be placed on facilitating us in adapting and/or leading change. Furthermore, attention is drawn to the recipes of a successful change, which is attributable to an understanding and combination of leadership, vision, communication, training, fairness, trust, care, respect, culture, and change agents.
More specifically, in terms of strategic model and techniques for managing change, the P.O.L.I.C.E. leadership model helps plan and lead change effectively, whereas those strategic analysis tools help diagnose and unveil any barrier and/or inducement to change. Here, SWOT analysis is replaced by TOWS analysis, which serves to prioritize those threats and opportunities that around us, whereby we could take advantage of opportunities and minimize threats by exploiting our strengths and overcoming our weaknesses. In addition, the use of feedback analysis serves to preview, assess, and judge the facts, variables, and/or consideration prior to deciding a change. For the sake of a post-change assessment, feedback analysis is employed to review the judgement and decision-making in such a change, as well as those pros and coins arising from that change, so as to ascertain whether/what change plan/strategies have to be fine-tuned/revised respectively.
Lastly, audiences/readers are intentionally provided with references, which allow them to refer to these crucial sources of knowledge and information about managing change for further learning.
How to Successfully Support an Employee Mindset Change when Implementing an O...WiserChange™
Accomplishing successful change initiatives and innovation execution, more often that not, requires organisational restructuring. Success hinges on quality planning, clear and frequent communications, and effective strategies to embed new mindsets and behaviours. Here are four steps for supporting a mindset change, or acceptance of change, around a reorganisation to ensure an opportunity for success.
Corporate Governance, Leading innovation and Change corporate trainingMalko Ebers
Corporate Training Brochure:
Target group: Banking executives
Training goals; Teach leaders to lead innovation and organizational change processes, improve corporate governance standards according to int. best practices
Nov 26-29th Lagos Nigeria.
Reasons Why You Need to Restructure Your CompanySuzzanne Uhland
In this presentation, Suzzanne Uhland will show some of the most common reasons why companies need to be restructured. There are many reasons why this happens. Despite all that, it is vital for companies to identify where their problems are and what they should do in order to solve them.
This slideshow provides an overview of the management consultancy industry, focusing particularly on the major global firms. Issues in client-consultant relationships are highlighted, and lessons for managers seeking to engage consultants are presented.
Organisation Development Models is a critical topic in Human Resource Development. Topics such as Basics of OD, Intervention Methods and the role of HR in OD is mentioned in these slides. Have Fun!!!
Anna Whicher:
Design thinking: Theory and practice: Case studies of public administrations of Great Britain and other countries.
Overview – what European Commission is doing in Design Thinking field?
Piloting Major Business Change: Worktribe Research Management at the Universi...Mark Ritchie
The University of Edinburgh is leading the UK HE sector in providing a world class IT solution to support research management from project idea through costing, bid, award, post-award management and closure.
The new Worktribe Research Management system, which was procured and developed jointly with Heriot-Watt University, was launched on 18th April 2016. Worktribe was successfully piloted from November 2015 with a School or Research Institute from each College. The three Pilots Schools combined to provide over 1,000 active bids and projects to be managed in the new system. The “real world” testing provided by the pilot highlighted that that the solution worked. The Pilot increased confidence in the solution within the project team, Pilot Schools and User Groups. The Pilot also identified some business challenges and technical problems enabling these to be investigated and resolved ahead of the roll-out across the University.
This presentation provides a high level overview of the project and the lessons learned.
How to Successfully Support an Employee Mindset Change when Implementing an O...WiserChange™
Accomplishing successful change initiatives and innovation execution, more often that not, requires organisational restructuring. Success hinges on quality planning, clear and frequent communications, and effective strategies to embed new mindsets and behaviours. Here are four steps for supporting a mindset change, or acceptance of change, around a reorganisation to ensure an opportunity for success.
Corporate Governance, Leading innovation and Change corporate trainingMalko Ebers
Corporate Training Brochure:
Target group: Banking executives
Training goals; Teach leaders to lead innovation and organizational change processes, improve corporate governance standards according to int. best practices
Nov 26-29th Lagos Nigeria.
Reasons Why You Need to Restructure Your CompanySuzzanne Uhland
In this presentation, Suzzanne Uhland will show some of the most common reasons why companies need to be restructured. There are many reasons why this happens. Despite all that, it is vital for companies to identify where their problems are and what they should do in order to solve them.
This slideshow provides an overview of the management consultancy industry, focusing particularly on the major global firms. Issues in client-consultant relationships are highlighted, and lessons for managers seeking to engage consultants are presented.
Organisation Development Models is a critical topic in Human Resource Development. Topics such as Basics of OD, Intervention Methods and the role of HR in OD is mentioned in these slides. Have Fun!!!
Anna Whicher:
Design thinking: Theory and practice: Case studies of public administrations of Great Britain and other countries.
Overview – what European Commission is doing in Design Thinking field?
Piloting Major Business Change: Worktribe Research Management at the Universi...Mark Ritchie
The University of Edinburgh is leading the UK HE sector in providing a world class IT solution to support research management from project idea through costing, bid, award, post-award management and closure.
The new Worktribe Research Management system, which was procured and developed jointly with Heriot-Watt University, was launched on 18th April 2016. Worktribe was successfully piloted from November 2015 with a School or Research Institute from each College. The three Pilots Schools combined to provide over 1,000 active bids and projects to be managed in the new system. The “real world” testing provided by the pilot highlighted that that the solution worked. The Pilot increased confidence in the solution within the project team, Pilot Schools and User Groups. The Pilot also identified some business challenges and technical problems enabling these to be investigated and resolved ahead of the roll-out across the University.
This presentation provides a high level overview of the project and the lessons learned.
Ensure network migration success with Change ManagementComms Connect
"Change Management" is a term given to the process of taking a structured, methodology-based approach to planning for the people aspects of a new technology implementation. If you're planning to migrate to a digital network, early consideration must be given to the experience of users during this transition.
70% of all major change efforts fail because organisations do not take a holistic approach to change. Part of the focus of any new solution needs to be about the people who will be affected by the change. Change occurs one person at a time, and at different rates depending on how that individual is "hard wired" to adopt to change. Applying a structured and deliberate approach to manage the transformation of your organisation during a network migration, will help to ensure your new solution is embraced, adopted and used proficiently.
This workshop will focus on three critical aspects to ensuring change success:
- Understanding the impact of change on your organisation and people
- Change is both technical and personal.
- Knowing how active and visible "change sponsorship" from the leaders in your organisation contribute to change success
- Senior leaders need to provide authority and credibility on a project's importance and the organisation's commitment to any change.
- Learning how to identify the ROI of change management activities in your organisation
- Three 'human' factors - adoption, utilisation and proficiency - each impact the amount of expected improvement from a solution.
- This workshop will encourage participants to apply change management theory to activities such as network migration or technology upgrades, with a better understanding of the tasks involved in achieving a successful outcome and maximising their investment.
Jo Hardwick, Global Change Manager, Tait Communications
Making communications land - how to leverage the best mediums webinar
Monday 4 December 2023
APM Enabling Change Specific Interest Group, APM People Specific Interest Group and Change Management Institute
Presented by:
Abimbola Oyekoya and Matthew Lawrence
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/making-communications-land-how-to-leverage-the-best-mediums-webinar/
Content description:
One of the most fundamental components of change delivery is communication. Whether that's the communications between project teams, to project sponsors or the impacted users, how effective we are as practitioners can have lasting impacts.
In this session, we reviewed how an awareness of your change delivery environment might impact and influence your selection of communication channels and their ultimate effectiveness.
Looking at case studies provided by APM and Change Management Institute practitioners, we will explore the following considerations:
1. The scale, scope and complexity of the project and how that should shape our comms approach
2. How mature the project is and what impact this might have on what you say, to who
3. Cultural nuances and their influence on what communication mechanisms are chosen, when, and why.
Engage with the series:
Making communications land - Pertinence and proximity webinar
Wednesday 6 September 2023
https://www.apm.org.uk/news/making-communications-land-pertinence-and-proximity-webinar/
The most effective organisations integrate change management processes within their project structures to drive successful project deployment.
The responsibility for making sure these processes are in place lies with a change manager, who often needs to convince the project manager and other stakeholders of the value of applying people centred processes to drive up project value.
In this webinar, Audra will discuss the practical skills and tools change agents should have in place to improve their change management capabilities.
The success of implementing technology and dealing business changes across the enterprise has never been more critical to a company’s market relevance, financial growth and employee productivity. As companies grow in either size, service and product offerings or complexity, the increased demand to deliver consistent high quality support becomes more and more challenging. Knowledge Management (KM) has the power to transform the way services are delivered and experienced by both the valued customer and the productive employee as business is conducted on a daily basis. Organizations continuing to struggle with measuring sustainable business benefits from implementing technology and business change will benefit greatly from the industry lessons learned from successful KM implementations. Peter McGarahan, a support industry analyst and expert, will share his experiences and thought leadership on successfully implementing KM to support and enable technology and business change across the enterprise. Peter will provide lessons learned and recommended practices from his Service Delivery and Knowledge Management (KM) consulting experience that will change your perspective on how to do Knowledge right! Attendees will gain valuable insights into the following aspects of the topic:
• How Service leaders can best position and leverage knowledge for any technology and business change
• How to best approach planning for your next enterprise technology and business rollout with the end-result in mind
• Assessing your organizational maturity, identifying and addressing the gaps in performance to deliver a consistently better customer experience for customers and employees
• Introducing Knowledge-Centered Support (KCS) best practices into your service and support environment to address resolving issues, answering questions and fulfilling requests
Similar to Guest lecture at ITU Copenhagen - knowledge, learning and organisational change (20)
Klubsamtale om Fremtidens ledelse - ledelse i en verden i konstant forandringErik Korsvik Østergaard
Eriks har netop udgivet bogen 'The Responsive Leader: How to Be a Fantastic Leader in a Constantly Changing World’, som er baseret på mange års erfaringer i ledelse og cases.
Klubsamtalen var et oplæg af Erik om ledelse i en verden i konstant forandring, om den lydhøre leder, hvad din rolle er som leder, og hvordan du skal forholde dig til diverse problemstillinger, der følger med at være en leder.
Mine slides fra gæsteforelæsning om netværksorganisationerne: "den innovative organisation i netværket". Om formål som samlingspunkt, om blandingen mellem hierarki og netværk, hvad netværksorganisering betyder for innovationskraften, og hvad der forventes af medarbejderne.
The Innovation Matrix characterizes four areas of innovation, and innovation activities, each with a different leadership approach and style. The model was initially proposed by Maz Spork and Søren Skov, and further extended here for the leadership angles.
Fremtidens arbejde er et paradigmeskifte, og fokuserer på mennesker, mening, eksperimenter og mulighederne for at tage lederskab. Fremtidens arbejde tænker holistisk på formål, innovation, kultur, organisering og ledelse.
My slides from the presentation at Tokerød Plus / PlusTalk. Feel free to download and distribute them. Check also the free tools on out website: blochoestergaard.dk
Slides fra foredrag om Future Of Work, med intro til emnet, belysning af de store trends, samt gennemgang af hvordan man laver et leadership-program. OG om Freedom At Work og The Happy Manifesto.
Organizations are changing
Now, as the digital disruption is approaching the plateau of productivity, the next disruption is emerging, namely how we organize us.
Focus is going to be on organizing, not organizations
1: Smaller teams
2: Relations beat skills
3: Intense sprints
4: Everyone is a leader
5: Listen, then decide
6: Sense-making
7: Step down from the Ivory Tower
8: Follower-ship beats leadership
9: Not more, but better
This slide deck covers some of the many mistakes I have made when working with leadership in general, and with UNBOSS in particular.
Mistakes contain opportunities for feedback, and I try to grasp everyone of them with that in mind.
Sometimes you win; sometimes you learn.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Personal Brand Statement:
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.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
[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
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.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
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.