In the first business management class I took in California in the late 1960's, the professor said that a manager can delegate authority but can never delegate responsibility. The manager always remains responsible. I think that is still true today and is still something many managers don’t fully understand.
We all know organization charts where the president is at the top. He develops company objectives and passes them down to department managers. The department managers then pass assignments down to the staff in their departments. That is the normal flow.
Imagine taking that organization chart and turning it upside down, where the president is at the bottom. He must provide support up to all department managers, so they can successfully achieve their objectives. Also, the department managers must support their staff in achieving each task assigned. This support is often forgotten. Have a look at this presentation I prepared on this subject. It is so often forgotten.
What does a company do when there is a problem, but the solution is not very clear, a problem that could have many solutions, depending on the situation and attitudes of the people involved/affected? These problems are called “adaptive challenges”. One person with authority or expertise only cannot successfully address them. They require a carefully selected team and someone in the team to lead them. Too many companies have tried to address these adaptive challenges through directives from someone in authority (the person with the title) with no success because of the attitudes, habits, behavior, values, loyalties, hidden alliances and procedures within each front-line group. Asking questions like these help: How do these challenges affect the group? What outcome would be best for it? How much does the group care? What resources can the group control? I looked into this after seeing a lecture on this topic and prepared material on it. Have a look at this presentation. I hope it gives some ideas to handle these complicated challenges.
A Property Manager’s Secret to Rapid GrowthAppFolio
How did one property manager hit hard by the recession bounce back to grow more than 500% in 5 years? Matthew Whitaker shares the story of how gkhouses redefined success, thanks to an aggressive growth strategy and smart hiring decisions.
Startup Playbook for founders & employees, written by Toucan's founders (2021)Toucan Toco
As a founder or startup employee do you find your 24 hours-a-day too short ?
After 5 years growing Toucan Toco we do too.
In the end there is only one solution : prioritize !
“But what should I focus on when we are 2 founders in a garage ? A 10 people team with no fundings ? A structured team of 50 ?
I heard about OKR, 360 Reviews, Squads, BSPCE, Wiki, core values… But what should I do in the next weeks among those actions, process and strategies ?”
To help you answer these questions, we’ve created an easily consumable documentation, full of ressources, to share our learnings and documentation efforts.
Looking for the right process at the right stage ? This slideshare is for you.
What does a company do when there is a problem, but the solution is not very clear, a problem that could have many solutions, depending on the situation and attitudes of the people involved/affected? These problems are called “adaptive challenges”. One person with authority or expertise only cannot successfully address them. They require a carefully selected team and someone in the team to lead them. Too many companies have tried to address these adaptive challenges through directives from someone in authority (the person with the title) with no success because of the attitudes, habits, behavior, values, loyalties, hidden alliances and procedures within each front-line group. Asking questions like these help: How do these challenges affect the group? What outcome would be best for it? How much does the group care? What resources can the group control? I looked into this after seeing a lecture on this topic and prepared material on it. Have a look at this presentation. I hope it gives some ideas to handle these complicated challenges.
A Property Manager’s Secret to Rapid GrowthAppFolio
How did one property manager hit hard by the recession bounce back to grow more than 500% in 5 years? Matthew Whitaker shares the story of how gkhouses redefined success, thanks to an aggressive growth strategy and smart hiring decisions.
Startup Playbook for founders & employees, written by Toucan's founders (2021)Toucan Toco
As a founder or startup employee do you find your 24 hours-a-day too short ?
After 5 years growing Toucan Toco we do too.
In the end there is only one solution : prioritize !
“But what should I focus on when we are 2 founders in a garage ? A 10 people team with no fundings ? A structured team of 50 ?
I heard about OKR, 360 Reviews, Squads, BSPCE, Wiki, core values… But what should I do in the next weeks among those actions, process and strategies ?”
To help you answer these questions, we’ve created an easily consumable documentation, full of ressources, to share our learnings and documentation efforts.
Looking for the right process at the right stage ? This slideshare is for you.
One on One Meetings — The Good, The Bad and The UglyJose Bautista
One-on-One's can add a whole new level of speed and agility to your company. Let's first talk about why One-on-One's are a crucial part of the "operating system" of how a company runs and operate. Because, at the end of the day, a company lives or dies for:
- Getting the best people to join the company
- Keeping them engaged and productive
- Make the great decisions about what these people should work on
In this presentation, we explain the good, the bad and the ugly about One on One meetings.
Have you ever noticed that every company wants to innovate new products but very few actually do? I had a feeling that business structures were not set up for innovation, as they were too concerned with their ongoing business. New projects just get in the way. I studied this problem several years ago and made a presentation on it. Just making it helped me. I hope it helps you as well.
Ever feel discouraged by the impediments, setbacks, and struggles that come from leading change? If you created a backlog to address each challenge, would it seem a mile long? Allison and Tim share the improvement kata model so you can lead groups in focusing on the next problem to solve and owning change for themselves. Continuous improvement is a journey rather than a destination. Come hear examples of how an improvement kata approach has enabled change at the team and organizational levels through small actions. Learn how you can apply katas in your organization.
Too often when sales go down people start blaming the sales people, but there are many reasons why sales are made or not made. Only one reason is the activities of the sales people. Therefore, I created and have given a seminar on managing the selling process. It has been my most enjoyable seminar over the years. Here it is for you. I hope you find it informative and interesting. If you have any questions or comments, please let me know.
Are you new to UX management, or thinking of getting into management? Then this talk is for you. After reading countless books, attending countless trainings, mentoring and being menteed, nothing quite prepared me for management like my first year. I’ll share with you what I wish they’d told me. I’ll also share my process for generating team research roadmaps, establishing team values, keeping employees motivated, and not burning out.
Objectives and Key Results (OKR) is a popular leadership process for setting, communicating and monitoring quarterly goals and results in organizations. I have summarized the overview of OKR and key points to implement to an organization through my experience to launch it to my company.
How to recruit an it project manager it-toolkitsIT-Toolkits.org
Many job roles have claimed the title ‘project manager’, but in reality, are a far cry from the traditional role with overall responsibility for the planning and execution of a project. So how can you be sure you are recruiting the right person?
Avalaunch Media Double Diamond Digital Series March 2019Avalaunch Media
Speaker presentations from Avalaunch Media's second Utah Google Day. "Elevation Performance with Experimentation and Optimization." Salt Lake City, March 2019.
If you are working for making a change in your business or organization, you need to know that making plan for change requires both effectiveness and efficacy. effectiveness would be an external parameter and the other is internal. you lead the organization to an improvement for having a more effectiveness, but you need to work on its efficacy which maintain the effect of change more stable and also help them to make a new mindset which they need to make more changes by themselves.
Startup Playbook for founders & employees, written by toucan's foundersToucan Toco
As a founder or startup employee do you find your 24 hours-a-day too short ?
After 5 years growing Toucan Toco we do too.
In the end there is only one solution : prioritize !
“But what should I focus on when we are 2 founders in a garage ? A 10 people team with no fundings ? A structured team of 50 ?
I heard about OKR, 360 Reviews, Squads, BSPCE, Wiki, core values… But what should I do in the next weeks among those actions, process and strategies ?”
To help you answer these questions, we’ve created an easily consumable documentation, full of ressources, to share our learnings and documentation efforts.
Looking for the right process at the right stage ? This slideshare is for you.
1on1 and Coaching are very powerful tools for people development. However, many new managers struggle or do not know how to conduct them effectively.
I have developed this 1on1 / Coaching beginner’s guide by summarizing some practical TIPS from my personal experience.
Then, this slide focuses on the general starter guide rather than theoretical explanations.
BUS407 Week 2 Scenario Script Strategic Planning and Organization.docxjasoninnes20
BUS407 Week 2 Scenario Script: Strategic Planning and Organizational Development
Slide #
Scene/Interaction
Narration
Slide 1
Scene 1
Deborah’s Office
Deborah: Hello again!
Last week, we assessed the organizational performance gap and concluded that Taormina’s employees need training and development in order to increase sales performance.
Now, we need to validate our proposal.
You need to review the strategic plan of the organization to determine the objectives of the training and development initiative. You will also need to consider organizational development.
Slide 2
Scene 2
Deborah’s Office
Deborah: Remember, strategic planning is a process used to determine how best to pursue Taormina’s mission while meeting the environmental demands of the call center.
Please review the strategic plan of the organization. It is important to understand where the business would like to be in the future.
Let’s start by determining the approach we should use in the design of our training and development program.
We have two choices – reactive and proactive. Which approach will work best for Taormina?
Slide 3
Test your Knowledge Slide
This interaction will present both options in a tabbed format, and then ask the student to choose one or the other as their approach.
Which approach should Taormina use to address the need found?
Reactive Strategy: Correct! Taormina needs to address its performance gap immediately. A reactive strategy addresses current problems. The organization must act quickly in order to remain in competition.
Proactive Strategy: Incorrect! A proactive strategy focuses on the long term. Taormina needs to improve its sales performance immediately. The proactive and reactive approaches are necessary for an organization to be effective. However, in this case, Taormina needs to adopt a reactive strategy approach to solve the organizational performance gap.
Deborah: Well done! We should use a reactive strategy.
You are definitely a great addition to our HR team.
Slide 4
Scene 3
Deborah’s Office (speaking to student)
Deborah: Now we know what approach we are going to use, we can present our findings and potential solutions to the sales department.
Let’s talk to Ron and his team about this.
Slide 5
Scene 4
Ron’s office
Ron: Good morning! Both of you here…I’m glad to see you!
Deborah: Yes, Ron. We have good news to report. We have conducted a needs analysis and found that your team needs more training and development opportunities.
Ron: Training and development? I’ve never thought about it.
Deborah: Yes. We interviewed your employees, remember?
Well, we found that they are feeling overwhelmed. You know how that affects general performance.
They feel like often, nobody knows what to do in the call center. Every day requires a new course of action.
Ron: But we have specific tasks to complete here at the call center every day. I don’t understand!
We meet every Monday morning to discuss our sales and nobody has mention ...
Krezzo's "OKR Training Slides" is packed with an operational playbook, training materials, and OKR examples to ensure your program is on the right track. Register to access, and then customize as you wish!
Landing an Executive Level Job -- Middletown5 Tool Group
You are either moving up, nowhere or out. To get to the top, you have to be a business "ninja" warrior moving from one obstacle to the next difficult obstacle till you get to the top.
To land an executive level job, you have to think, speak and act like an executive.
If you need help landing an executive level job, please contact me at joza@winningspeechmoments.com.
You can watch the presentation that goes with this on YouTube:
https://youtu.be/y7Nh9fkfHLs
eLearning for Sales Success: Fulfilling Today's (Changing) eLearning NeedsEve Lyons-Berg
Watch the webinar on demand here: https://www.elearninglearning.com/frs/10087777/fulfilling-today-s--changing--elearning-needs
eLearning cannot be a “one size fits all” proposition. It’s not enough to post 1,000+ courses and leave training up to chance - even if your learners are already aware of their skill gaps, they’re not going to wade through hours and hours of content to find the one course that might help them. Fortunately, if you follow the advice in this webinar, they won’t have to.
Bryan Marriott, President of P1 Learning, will walk through the process of identifying learner needs, and then delivering training that specifically addresses those needs – in a short, effective, and entertaining manner.
This webinar will cover:
- Conducting a learner needs assessment
- The elements of effective and engaging eLearning
- Developing (or buying) training to fulfill learner needs
- Learning only works if they press play
TWI and Kata: Skill Patterns to Develop a Culture of CoachingKaiNexus
A webinar presented by Oscar Roche, hosted and moderated by Mark Graban of KaiNexus.
Oscar Roche will discuss how learning and developing the skills provided by the practices of Training within Industry (TWI) and Kata behaviors will develop good coaching practices while simultaneously developing the culture and actual practice of process improvement in your organization.
You will learn:
The basics of TWI and Kata practices
How these skills directly impact an improvement culture.
How the development of TWI and Kata develop coaching skills and practices.
How coaching plays a key role in the developing a lean culture.
Navigating Workplace Politics for Young ProfessionalsSahil Punamia
This presentation provides an overview for young professionals on how to manage their career, deal with workplace politics, and get on the promotion fast track.
When should a company simply buy from other companies and resell the products? When should they produce by themselves? I present a costing presentation on this.
One on One Meetings — The Good, The Bad and The UglyJose Bautista
One-on-One's can add a whole new level of speed and agility to your company. Let's first talk about why One-on-One's are a crucial part of the "operating system" of how a company runs and operate. Because, at the end of the day, a company lives or dies for:
- Getting the best people to join the company
- Keeping them engaged and productive
- Make the great decisions about what these people should work on
In this presentation, we explain the good, the bad and the ugly about One on One meetings.
Have you ever noticed that every company wants to innovate new products but very few actually do? I had a feeling that business structures were not set up for innovation, as they were too concerned with their ongoing business. New projects just get in the way. I studied this problem several years ago and made a presentation on it. Just making it helped me. I hope it helps you as well.
Ever feel discouraged by the impediments, setbacks, and struggles that come from leading change? If you created a backlog to address each challenge, would it seem a mile long? Allison and Tim share the improvement kata model so you can lead groups in focusing on the next problem to solve and owning change for themselves. Continuous improvement is a journey rather than a destination. Come hear examples of how an improvement kata approach has enabled change at the team and organizational levels through small actions. Learn how you can apply katas in your organization.
Too often when sales go down people start blaming the sales people, but there are many reasons why sales are made or not made. Only one reason is the activities of the sales people. Therefore, I created and have given a seminar on managing the selling process. It has been my most enjoyable seminar over the years. Here it is for you. I hope you find it informative and interesting. If you have any questions or comments, please let me know.
Are you new to UX management, or thinking of getting into management? Then this talk is for you. After reading countless books, attending countless trainings, mentoring and being menteed, nothing quite prepared me for management like my first year. I’ll share with you what I wish they’d told me. I’ll also share my process for generating team research roadmaps, establishing team values, keeping employees motivated, and not burning out.
Objectives and Key Results (OKR) is a popular leadership process for setting, communicating and monitoring quarterly goals and results in organizations. I have summarized the overview of OKR and key points to implement to an organization through my experience to launch it to my company.
How to recruit an it project manager it-toolkitsIT-Toolkits.org
Many job roles have claimed the title ‘project manager’, but in reality, are a far cry from the traditional role with overall responsibility for the planning and execution of a project. So how can you be sure you are recruiting the right person?
Avalaunch Media Double Diamond Digital Series March 2019Avalaunch Media
Speaker presentations from Avalaunch Media's second Utah Google Day. "Elevation Performance with Experimentation and Optimization." Salt Lake City, March 2019.
If you are working for making a change in your business or organization, you need to know that making plan for change requires both effectiveness and efficacy. effectiveness would be an external parameter and the other is internal. you lead the organization to an improvement for having a more effectiveness, but you need to work on its efficacy which maintain the effect of change more stable and also help them to make a new mindset which they need to make more changes by themselves.
Startup Playbook for founders & employees, written by toucan's foundersToucan Toco
As a founder or startup employee do you find your 24 hours-a-day too short ?
After 5 years growing Toucan Toco we do too.
In the end there is only one solution : prioritize !
“But what should I focus on when we are 2 founders in a garage ? A 10 people team with no fundings ? A structured team of 50 ?
I heard about OKR, 360 Reviews, Squads, BSPCE, Wiki, core values… But what should I do in the next weeks among those actions, process and strategies ?”
To help you answer these questions, we’ve created an easily consumable documentation, full of ressources, to share our learnings and documentation efforts.
Looking for the right process at the right stage ? This slideshare is for you.
1on1 and Coaching are very powerful tools for people development. However, many new managers struggle or do not know how to conduct them effectively.
I have developed this 1on1 / Coaching beginner’s guide by summarizing some practical TIPS from my personal experience.
Then, this slide focuses on the general starter guide rather than theoretical explanations.
BUS407 Week 2 Scenario Script Strategic Planning and Organization.docxjasoninnes20
BUS407 Week 2 Scenario Script: Strategic Planning and Organizational Development
Slide #
Scene/Interaction
Narration
Slide 1
Scene 1
Deborah’s Office
Deborah: Hello again!
Last week, we assessed the organizational performance gap and concluded that Taormina’s employees need training and development in order to increase sales performance.
Now, we need to validate our proposal.
You need to review the strategic plan of the organization to determine the objectives of the training and development initiative. You will also need to consider organizational development.
Slide 2
Scene 2
Deborah’s Office
Deborah: Remember, strategic planning is a process used to determine how best to pursue Taormina’s mission while meeting the environmental demands of the call center.
Please review the strategic plan of the organization. It is important to understand where the business would like to be in the future.
Let’s start by determining the approach we should use in the design of our training and development program.
We have two choices – reactive and proactive. Which approach will work best for Taormina?
Slide 3
Test your Knowledge Slide
This interaction will present both options in a tabbed format, and then ask the student to choose one or the other as their approach.
Which approach should Taormina use to address the need found?
Reactive Strategy: Correct! Taormina needs to address its performance gap immediately. A reactive strategy addresses current problems. The organization must act quickly in order to remain in competition.
Proactive Strategy: Incorrect! A proactive strategy focuses on the long term. Taormina needs to improve its sales performance immediately. The proactive and reactive approaches are necessary for an organization to be effective. However, in this case, Taormina needs to adopt a reactive strategy approach to solve the organizational performance gap.
Deborah: Well done! We should use a reactive strategy.
You are definitely a great addition to our HR team.
Slide 4
Scene 3
Deborah’s Office (speaking to student)
Deborah: Now we know what approach we are going to use, we can present our findings and potential solutions to the sales department.
Let’s talk to Ron and his team about this.
Slide 5
Scene 4
Ron’s office
Ron: Good morning! Both of you here…I’m glad to see you!
Deborah: Yes, Ron. We have good news to report. We have conducted a needs analysis and found that your team needs more training and development opportunities.
Ron: Training and development? I’ve never thought about it.
Deborah: Yes. We interviewed your employees, remember?
Well, we found that they are feeling overwhelmed. You know how that affects general performance.
They feel like often, nobody knows what to do in the call center. Every day requires a new course of action.
Ron: But we have specific tasks to complete here at the call center every day. I don’t understand!
We meet every Monday morning to discuss our sales and nobody has mention ...
Krezzo's "OKR Training Slides" is packed with an operational playbook, training materials, and OKR examples to ensure your program is on the right track. Register to access, and then customize as you wish!
Landing an Executive Level Job -- Middletown5 Tool Group
You are either moving up, nowhere or out. To get to the top, you have to be a business "ninja" warrior moving from one obstacle to the next difficult obstacle till you get to the top.
To land an executive level job, you have to think, speak and act like an executive.
If you need help landing an executive level job, please contact me at joza@winningspeechmoments.com.
You can watch the presentation that goes with this on YouTube:
https://youtu.be/y7Nh9fkfHLs
eLearning for Sales Success: Fulfilling Today's (Changing) eLearning NeedsEve Lyons-Berg
Watch the webinar on demand here: https://www.elearninglearning.com/frs/10087777/fulfilling-today-s--changing--elearning-needs
eLearning cannot be a “one size fits all” proposition. It’s not enough to post 1,000+ courses and leave training up to chance - even if your learners are already aware of their skill gaps, they’re not going to wade through hours and hours of content to find the one course that might help them. Fortunately, if you follow the advice in this webinar, they won’t have to.
Bryan Marriott, President of P1 Learning, will walk through the process of identifying learner needs, and then delivering training that specifically addresses those needs – in a short, effective, and entertaining manner.
This webinar will cover:
- Conducting a learner needs assessment
- The elements of effective and engaging eLearning
- Developing (or buying) training to fulfill learner needs
- Learning only works if they press play
TWI and Kata: Skill Patterns to Develop a Culture of CoachingKaiNexus
A webinar presented by Oscar Roche, hosted and moderated by Mark Graban of KaiNexus.
Oscar Roche will discuss how learning and developing the skills provided by the practices of Training within Industry (TWI) and Kata behaviors will develop good coaching practices while simultaneously developing the culture and actual practice of process improvement in your organization.
You will learn:
The basics of TWI and Kata practices
How these skills directly impact an improvement culture.
How the development of TWI and Kata develop coaching skills and practices.
How coaching plays a key role in the developing a lean culture.
Navigating Workplace Politics for Young ProfessionalsSahil Punamia
This presentation provides an overview for young professionals on how to manage their career, deal with workplace politics, and get on the promotion fast track.
When should a company simply buy from other companies and resell the products? When should they produce by themselves? I present a costing presentation on this.
There is so much incivility today that the way to argue issues and achieve something has weakened. Therefore, I studied, applied and presented some concepts on how to argue. I hope this presentation is helpful to you.
Every week for the past several months I have been uploading presentations on my international business travels covering some of the over 70 countries I've been to. This is the final presentation in this series and the worst of all the trips. In spite of this tragedy, I continue to enjoy traveling globally. Have a look at the events in this presentation. If you'd like to know more about the hijacking, have a look at https://www.youtube.com/watch?v=c72aZ5UxbxA&t=3s
As so much technology comes from Europe, the total economy is so huge and each country has its own characteristics, I have traveled extensively there both on sales training projects and developing distributors in each country. This presentation is quite long, so pick the countries you are interested in and just have a look at them. Hopefully you'll find something interesting in them.
I have traveled to many cities in the United States, but over the past 15 years I have found some cities particularly impressive. From Nashville and its music to San Antonio and it river walk, I found some real adventures. Here are six cities I very much liked going to on business trips.
Here is my experience working in Australia and New Zealand. Those two countries have interesting contrasts and similarities to Japan. They have a wealth of natural resources, but Japan does not. They both have low populations for their land sizes, but Japan has a huge population. Japan and New Zealand have similarities in that they both have wonderful natural hot springs, are island nations and are very mountainous. Have a look.
Working in & Traveling to Southern South AmericaRon McFarland
If you think about it, the southern part of South America is the farthest place on earth from Japan, where I live. Therefore, if you travel there you much achieve as much as possible/trip. I usually made 1-month business trips there. It is an important region of the world though with Brazil in particular being a major global country. I have worked in Brazil, Paraguay, Argentina and Chile. I loved them all. Have a look at my travels there.
During my sales training days, I traveled to the northern part of South America several times, only one time to Colombia though. Those countries are very dependent on the production and export of crude oil, particularly Venezuela (95% of exports). We hear in the news of all the problems of civil war and the drug trade regarding Colombia, but actually I think it is the most industrialized among Venezuela, Colombia and Ecuador. Also, Colombia has a good educational system and is one of the most biodiverse countries in the world. I've enjoyed my travels there. Have a look.
Last week, I mentioned traveling in Central America. Although very close, the Caribean is very different. They countries are mostly tourism based, but there are very important raw materials in the region. Also, they have a mixture of some countries having a British colony history and others having a Spanish colony history. Mostly, it is a region to relax and have fun it. Here are my travels to Jamaica, the Dominian Republic, Puerto Rico, Barbados and Trinidad & Tobago.
Here are my travels to Central America. Each (Guatemala, El Salvador, Nicaragua, Costa Rica, Panama) are different. They all have a charm about them. I mainly gave light-duty truck sales seminars in that region. I hope you enjoy the tour.
About six months ago, I mentioned the importance of globalization to the world's economy. But, how does a company form a business strategy in the current environment? Have a look at the attached. Toward the end of the presentation are specific strategies to take. I hope it generates some business ideas to explore.
Over the years, I've worked in the Canary Islands, Malta, Cyprus and Israel. The Canary Islands was the stopping point of Columbus on his way to discover America. It is part of Spain today and is a tourist destination for Europeans. Malta too is a tourist spot. Interestingly, it has its own language (Maltese) and culture. Cyprus is divided between Greek Cyprus and Turkey. It too is mainly at tourism economy. Israel is the holy land with all the Western religions represented there. All are wonderful places. I worked there mainly giving seminars on pick-up truck and RWD vehicle selling. I hope you enjoy the slides.
West Africa is a region rich in natural resources from oil, to diamonds, to gold and a wide range of agricultural products. Unfortunately, it has a reputation for being the center of the slave trade in the 1600's to 1800's. The region is both English and French speaking. I traveled through that region many time, mostly to Ghana which is English speaking. Here are some slides of my vehicle training work in that region.
East Africa is where us humans originally came from. It is also where coffee was first discovered. I also has a wealth of natural resources. When I traveled through there, I found it the game park center of the world. I loved my business trips there not only for the beautiful animals and scenery but the people and cultures there as well. Have a look.
Between the 1990's and early 2000, I traveled and working in Northern Africa. I felt that that region was more like the Middle East than Africa though. I'd been to Morocco several times, one time to Tunisia and many times to Egypt. It is a region rich in natural resources which it is why it is so important for industrialized countries. Have a look at these slide to give you a feeling for the region. The region has politically greatly than when I was there though. I found wonderful people there.
People say that international travel is fun, but it is far more than that. It opens your eyes to life around the world. My first international trip from California was in 1972. That experience was so impactful that it directed me toward the life I wanted to live, namely interacting with people around the global. To date I have worked with and been to over 80 countries. Here is my very first foreign trip.
We hear so much about all the problems in the Middle East, but my travels there have been wonderful, and I enjoyed working and interacting with the people there very much. This presentations starts with my background in going to Japan and then starting my global working career. I present the six countries I have worked in in the Middle East. Notice the percentage of foreigners in each country. Those foreigners are mainly who I gave training to when traveling there.
I hope you find them enjoyable. If anyone would like to know more specifics in one of those countries, just let me know.
How often have you desired to change a bad habit, but could not? Whether personal or within whole organizations, habits form. How do we change them? In organizations, how can you change the environment to encourage habit modification? After studing this, I have learned it all comes down to desire and identifying and modifying "triggers". If you analyze the environment in which a habit occurs you can put in an advance strategy to change it when the urge comes. I have successfully made changes using the advice in this presentation. I hope it gives you ideas too.
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.
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.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
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.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
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.
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A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
4. 4
Supply
Manager
President-Owners
Sales
Objectives
Sales Manager Production
Manager
R & D
Manager
Product
Development
Objectives
Hierarchy of Company Objectives
Inventory
Objectives
Production
Objectives
After gathering data,
getting feelings of
investors and getting
staff opinions, top
management agrees
on objectives with
department heads.
Ron McFarland, Tokyo, Japan
5. 5
Hierarchy of Company Objectives
Sales Manager Supply Manager Production Manager R & D Manager
Salesman Stock Clerk Production
Worker
R & D
Researcher
Ron McFarland, Tokyo, Japan
6. 6
Hierarchy of Company Support
Hierarchy of Company Objectives
This level is where the
company strength is.
Upside
down chart
Ron McFarland, Tokyo, Japan
7. 7
Hierarchy of Company Daily Support
Salesman Stock Clerk
Production
Worker
R & D
Researcher
Sales Manager Supply
Manager
Production
Manager
R & D
Manager
Ron McFarland, Tokyo, Japan
Where things get done in a company.
8. 8
Supply
Manager
When I make a request, I
am 50% responsible for its
achievement. I must give
support to make sure that
objective is successfully
completed.
Sales Manager
Production
Manager
R & D
Manager
Hierarchy of Company Daily Support
I will not make requests of
things that can’t be
completed with our
resources and talent, as it
takes our energy, time and
resources away from what
can be achieved.
President-Owners
Ron McFarland, Tokyo, Japan
9. 9
When discussing objectives
上司
Superior
担当
Staff
Ron McFarland, Tokyo, Japan
The objectives must be decided one-on-one between the manager and
the employee only, not in groups or with others attending.
Notice these two people on the left sitting across from each other.
The objectives go in one direction. From the superior to the staff. Also,
the pressure goes from the superior to the staff.
Sitting side-by-side, the two become a team looking at a document.
Requests are in one direction and pressure goes to the objective.
They have a good discussion on what objectives can be achieved and
agreement made by both people.
10. 10
Handling objectives & goals
Could you do
“A” project?
OK. I can do it by
myself. I don’t
need any support.
Example #1
上司
Superior
担当
Staff
Ron McFarland, Tokyo, Japan
11. 11
Handling objectives & goals
Could you do
“B” project?
What do you
need? I will
support you to
finish “B”
project.
Example #2
上司
Superior
担当
Staff
Ron McFarland, Tokyo, Japan
I don’t know if I can
do it by myself. I
will need support.
12. 12
Handling objectives & goals
Could you do
“C” project?
I can’t support
you with “C”
project. We
should find
someone else
to do it, or not
do it at all.
We should not start projects we can not completed.
I will need a lot of
support to complete
“C” project.
Example #3
上司担当
Ron McFarland, Tokyo, Japan
13. 13
Peer-to-peer objective decision-making
Ron McFarland, Tokyo, Japan
In recent times, objectives start on the
front line, where an opportunity or
concern is exposed.
Before going to the superior, the frontline
people discuss and develop a objective.
After that, one member is selected to take
it to the superior for support.
14. 14
Handling objectives & goals
Explain it in
detail. If I agree,
I will support
you and create
an environment
to make it
successful.
We found a
problem and/or
opportunity. Can
us support us
address it?
In this environment does more listening and
observing and less speaking and commenting.
Peer
representative
presentation
上司
Superiorピア代表
Peer representative
Ron McFarland, Tokyo, Japan
15. 15
Handling objectives & goals
If someone says he will do something and then does
not do it, there is a huge waste of time and money.
It is best to say it can’t be done as soon as possible,
forget it and work on projects that can be achieved.
Hours lost Days/Months lost
Ron McFarland, Tokyo, Japan
16. 16
上司
50%
責任Superior 50% responsibility
担当
50%
責任Staff 50% responsibility
Determining & Reaching Objectives
The manager has a tracking system in place to follow
up and support every request at least weekly.
Ron McFarland, Tokyo, Japan
17. 17
Getting things done action plan
To make sure things get done, these questions
must be answered by everyone in the company:
1. Question: Who do you discuss objectives with
within the organization chart? There should be
only one person or a group of peers available.
2. Question: Who is to support you to achieve
your objectives?
3. Question: Are objectives mutually agreed on
one-on-one?
4. When you set objectives with someone, do you
regularly contact the person to support him
(most often-twice/day, least often-once/week)?
Ron McFarland, Tokyo, Japan
