APM SWWE Branch webinar, presented by Lucy Finney on 4 November 2020
https://www.apm.org.uk/news/intelligent-conflict-management-how-to-deal-with-conflict-in-project-teams-webinar/
Why can’t people just get with the program? They question, they challenge, they complain… and it’s all perfectly predictable and normal.
Transition is the emotional process people go through when adapting to a change in their world. It doesn’t matter if the change is positive, like having a new baby or getting promoted. People still have to let go of some parts of their life (perhaps the luxury of sleeping late!) and learn new things (how to change a diaper while half asleep).
The process is predictable, according to the work seminal done by organizational thinker and consultant William Bridges. Leaders who understand what people typically experience during change can put measures into place to help accelerate the transition process.
Download Transition – The Human Side of Change infographic at http://partneringresources.com/new-infographic-transition-the-human-side-of-change/.
Communication Skills- Sneak Peak from My CourseRadhia Benalia
This is a Sneak Peak from my Course. The PPT is of course accompanied with case studies, templates, hypothetical scenarios, videos, and group activities.
APM SWWE Branch webinar, presented by Lucy Finney on 4 November 2020
https://www.apm.org.uk/news/intelligent-conflict-management-how-to-deal-with-conflict-in-project-teams-webinar/
Why can’t people just get with the program? They question, they challenge, they complain… and it’s all perfectly predictable and normal.
Transition is the emotional process people go through when adapting to a change in their world. It doesn’t matter if the change is positive, like having a new baby or getting promoted. People still have to let go of some parts of their life (perhaps the luxury of sleeping late!) and learn new things (how to change a diaper while half asleep).
The process is predictable, according to the work seminal done by organizational thinker and consultant William Bridges. Leaders who understand what people typically experience during change can put measures into place to help accelerate the transition process.
Download Transition – The Human Side of Change infographic at http://partneringresources.com/new-infographic-transition-the-human-side-of-change/.
Communication Skills- Sneak Peak from My CourseRadhia Benalia
This is a Sneak Peak from my Course. The PPT is of course accompanied with case studies, templates, hypothetical scenarios, videos, and group activities.
Some slides on people management: why managing people in the software development lifecycle, how to manage people and how to choose team members of a project.
Most leaders encounter resistance to change. The resistance can take various forms. People can protest the implementation plan, the approach, your leadership, the font size used in change communications, and the decision to change in the first place.
This new infographic on resistance highlights the work of three masters. Rick Maurer’s Three Types of Resistance is a classic method of understanding why people resist and how to respond effectively. Ingrid Bens teaches us how to have conversations about resistance in ways that work. The late Herb Shepard’s teachings offer wisdom from his years of work with organizations.
Use this infographic to help decide how to handle the inevitable challenges and pushback that arise during change.
This is a talk on Leadership Agility - dwells on the mindset of an Agile Leader, different levels of Leadership Agility and the Leadership Agility Compass.
The Wakhlu Advisory - Bharat Wakhlu's webinar presentation "Effective and Sw...Bharat Wakhlu
Effective and Swift Decision-making is an essential, 21st century capability for all leaders. This presentation shows how good leadership is inextricably linked to decision-making; and how decisiveness requires that the "thinking" and "acting" aspects of our competencies are melded for effectiveness.
Improve likelihood of change success by 10%? Sounds good!
I’m a big fan of the work done by Grenny, Maxfield, and Shimberg on what makes change initiatives successful. According to their research, initiatives are ten times more likely to succeed when the change strategy includes at least four of six approaches.
Siobhán Bradley from the Institute of Public Administration reflects on the concepts behind capacity building and working collaboratively as part of the CES-IPA morning seminar.
Create a compelling vision, communicate that vision and how to translate it into reality. People who cannot invent and reinvent themselves must be content with borrowed postures, secondhand ideas, fitting in instead of standing out.
Ever wish you could find a more fun and entertaining way to engage a group of stakeholders so that they're actively contributing to your work by generating great ideas? Is your team stuck in a creative rut? Do you prefer graphics and color over words? This presentation covers some easy and useful tips and tricks for facilitating groups, large and small. Learn about brainstorming ideas, consensus building, prioritization exercises, and more through graphic facilitation. Good for short-term or longer-term planning & getting everyone involved and engaged.
Taking Ownership – How to Create a Culture of Accountability in the WorkplaceXenium HR
Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
Some slides on people management: why managing people in the software development lifecycle, how to manage people and how to choose team members of a project.
Most leaders encounter resistance to change. The resistance can take various forms. People can protest the implementation plan, the approach, your leadership, the font size used in change communications, and the decision to change in the first place.
This new infographic on resistance highlights the work of three masters. Rick Maurer’s Three Types of Resistance is a classic method of understanding why people resist and how to respond effectively. Ingrid Bens teaches us how to have conversations about resistance in ways that work. The late Herb Shepard’s teachings offer wisdom from his years of work with organizations.
Use this infographic to help decide how to handle the inevitable challenges and pushback that arise during change.
This is a talk on Leadership Agility - dwells on the mindset of an Agile Leader, different levels of Leadership Agility and the Leadership Agility Compass.
The Wakhlu Advisory - Bharat Wakhlu's webinar presentation "Effective and Sw...Bharat Wakhlu
Effective and Swift Decision-making is an essential, 21st century capability for all leaders. This presentation shows how good leadership is inextricably linked to decision-making; and how decisiveness requires that the "thinking" and "acting" aspects of our competencies are melded for effectiveness.
Improve likelihood of change success by 10%? Sounds good!
I’m a big fan of the work done by Grenny, Maxfield, and Shimberg on what makes change initiatives successful. According to their research, initiatives are ten times more likely to succeed when the change strategy includes at least four of six approaches.
Siobhán Bradley from the Institute of Public Administration reflects on the concepts behind capacity building and working collaboratively as part of the CES-IPA morning seminar.
Create a compelling vision, communicate that vision and how to translate it into reality. People who cannot invent and reinvent themselves must be content with borrowed postures, secondhand ideas, fitting in instead of standing out.
Ever wish you could find a more fun and entertaining way to engage a group of stakeholders so that they're actively contributing to your work by generating great ideas? Is your team stuck in a creative rut? Do you prefer graphics and color over words? This presentation covers some easy and useful tips and tricks for facilitating groups, large and small. Learn about brainstorming ideas, consensus building, prioritization exercises, and more through graphic facilitation. Good for short-term or longer-term planning & getting everyone involved and engaged.
Taking Ownership – How to Create a Culture of Accountability in the WorkplaceXenium HR
Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
This is the presentation I used for my session on Leadership and Professional Development, at the Rotaract Ghana Training Seminar at the University of Energy and Natural Resources last Saturday, September 21, 2019. It touched on leadership, teamwork, goal setting, and personality branding.
The presentation was made during the Community Service Public Relations Council's annual Spectrum Conference on May 20, 2014.
Program Description: Are you new to a leadership position? Do you aspire to take on a leadership role in your organization?
Do you want to be a better leader or improve your leadership skills? We will provide a “buffet” of
leadership elements to help you improve your capacity to lead. View the selections and sample small
portions on communicating, resolving conflict, project planning and management, goal setting, and
listening. You might have more of an appetite for some offerings and less for others, but there will be
something to satisfy everyone’s hunger for successfully leading themselves, a team, or organization.
Recent surveys indicate that achieving employee engagement and meeting/exceeding customer expectations are at the top of business concerns identified by CEOs worldwide. This Leadership Brief Express (LBE) explores the leadership behaviors instrumental in creating a culture where employees are engaged and motivated to contribute. These behaviors transform the relationship between management and employees enabling alignment, involvement, open & two-way communication, collaborative problem-solving & learning, innovation and high-performance.
Want real agility? Change your management culture first. You have probably seen agile practices designed to deliver more effectively take root in teams throughout your organization. But this is only the tip of the iceberg. To get the real business benefits from a customer-centric, collaborative, learn-fast approach, you need to change how managers manage Additionally, many adaptive, responsive, and agile firms fundamentally think differently about their approach to customers, the concept of value, and how they design and support organizations. We now see a focus on: delighting customers profitably, enabling self-organized teams and networks, collaboration and interactive communication, and iterative and incremental work. In this talk I will explore the mindset shift, systems thinking, organizational development, and coaching approaches need to nurture and support the growth of new leaders who can leverage these emerging realities.
Learning Outcomes:
Recognize the long-held concepts of management that have hindered organizations on their path to agility
Discuss concepts, techniques, and leadership approaches that are on the cutting edge of management innovation
Distinguish key leadership traits needed to be effective in this responsive, agile world
Presentations for the Virginia Agriculture Leaders Obtaining Results (VALOR) program. Highlights perceptions of leadership, principles of strengths-based leadership, and framework for courageous followership.
Strengths in Teams - UACPA 2016 Leadership AcademyDan Griffiths
It’s in our nature to associate with others that are just like us. The trouble is that teams tend to perform better when composed of members that have different, but complementary strengths. In this session, learn how to: Build a team on the foundation of shared values. Assemble and lead high-performing teams. Leverage the unique strengths of each team member to enhance team performance.
This was part four in a webinar series on "Leadership Development: A Balanced Approach." The webinar series was designed for professionals in Virginia Cooperative Extension.
Let's get ready to rumble! Managing groups and cultures when you are not in charge
Are you a team player? Do you have the skills to thrive and contribute value in groups? In order to be effective, it is helpful to understand the complexity of group dynamics and people. This seminar will support you in understanding group dynamics, dealing with difficult people, and maintaining your professionalism in a variety of group challenges. Further, we will discuss the role of culture, values, and perceptions in-group interactions. This high level seminar will transform any new professional into a savvy communicator and thoughtful collaborator.
Learning Outcome: Increase communication and team building skill
At the end of this seminar, participants will be able to:
a) Explore common group dynamics and goals
b) Examine common challenges and struggles
c) Discuss self-management and emotional intelligence
d) Explore the role of culture, values, and perceptions in group situations
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
2. Our Primary Objectives:
▪ Supporting project management with
people-related skills, tools & techniques
▪ Researching, developing and sharing knowledge
through three focus groups:
– Stakeholder Engagement Focus Group (SEFG)
– Communication Focus group (CFG)
– Working Abroad Focus Group (WAFG)
3. ▪ Recognising a Team;
▪ The importance of Organisational Context and Values;
▪ ‘Agile’ Teamwork;
▪ Understanding & Managing Team Dynamics;
▪ Maintaining & Improving Team Productivity;
Areas of Discussion
5. Teamwork is a group of people working
in collaboration or co-operation
towards a common goal.
APM Knowledge 6th edition
“When you hand good people possibility, they do great things”
Biz Stone (co-creator Twitter), Things a Little Bird Told Me:
Confessions of a Creative Mind
6. Team Characteristics
• Identity
• Close knit, trusting and transient
• Shared values
• Complementary skills
• Complementary roles
• Common goal, vision, purpose
• Visible and active leadership
• Clear formal roles and
responsibilities
• Clear and agreed ground rules
• Non-insular
• Resilient, Celebratory
“The strength of the team is each
individual member,
The strength of each member is the team”
Phil Jackson [American Professional Basketball Player,
Coach and Author]
7. Team
Make-up Individuals:
• With different skills and
personalities
• Come from different
backgrounds [culture,
organisation]
• Can be co-located or
distributed
Teams can be:
• Virtual
• Working in different
time zones
• Spanning organisations
11. e.g. Home Office Operating Context
▪ Policy (not PPM) Led, and Operationally Focussed, but developing PPM
as a Profession as part of the 2020 vision;
▪ High Ministerial, Parliamentary & Public Profile;
▪ Increasingly takes measured and appropriate Technical and Integration
Risk;
▪ Often a Target of Negative Press Reporting;
▪ Under Pressure to Reduce Spend;
▪ Mid-way through ‘Digital’ and ‘Smarter Working’ Operational
Transformation as part of achieving the 2020 vision;
12. e.g. Home Office Excellence Campaign
▪ ‘Appreciative Enquiry’ & ‘Culture Call’;
▪ ‘Leadership in Action’;
▪ ‘Reward & Recognition’;
▪ ‘Early Intervention’;
▪ ‘IE Shadow Executive Board’;
▪ International Problem Solving.
13. I am at my best when:
• I trust people, and they trust me
back
• I am brave enough to speak out and
hear back
• I seek out and acknowledge the best
in everyone
• We join up and join together to make
a difference
• I take the lead and can make
change happen
• I am honest and courageous enough
to show when I am vulnerable
Culture Call
‘Organisational
communication
has reflected the
new positive
mood and people
see a greater
willingness to
celebrate
success’
Dr Valerie Gallow
[Facing into Change:
Culture Call at
Immigration
Enforcement] IES
14.
15. Giving Back To The Community
HMPO’s Customer Service Management Team (CSMT), based in Southport, are finalists in the UK
National Customer Contact Centre Awards 2018 [‘Positive Impact on the Community’ Category – The
Community 100 Volunteering Programme].
‘Your team of people
are great... really
getting stuck into the
job they have been
given. They have been
a great help and
worked well alongside
regular volunteers and
staff. We have been so
happy with this
partnership and thank
you for organising’
Queenscourt Hospice
16. External influence: The ‘start-up
culture’: e.g. Hubble
‘Our office culture is built around the values of our
business: empowerment, experience and empathy. We
want to empower our team to do their best work without
micro-management and strict hierarchies and make sure
they have a great experience in the office.’
‘However, it’s important to create the distinction between
‘corporate’ and ‘casual’. Corporate doesn’t mean you are
super productive and casual doesn't mean you are a
slob. .. Most corporate work environments are following
suit, with the CEO of Blackstone, one of the biggest
investment managers in the world, adopting a casual
workplace...’
Tushar Agarwal, co-founder and CEO of Hubble
19. What about ‘Agile’ teams?
▪ Different Governance and
Risk tolerance and
management approaches;
▪ Planning is usually more
visual, regular, ‘active’
and there is an increased
need to solve problems
by working together
quickly;
▪ External communication
of implications of the
backlog is essential;
20. What’s different about working in an
‘Agile’ delivery team?
Which elements did you
experience?
• Planning & running the team
• Individual roles in the
team/behaviours
• Team development
22. Belbin
Belbin Team Roles SHAPER
COMPLETER
IMPLEMENTER
RESOURCE
INVESTIGATOR
CO-ORDINATORTEAM WORKER
PLANT
MONITOR
EVALUATOR
SPECIALIST
Interpretation of source Belbin
23. S.C.A.R.F. In Leadership
Communications
▪ Status – relative importance to others;
▪ Certainty – being able to predict the future;
▪ Autonomy – a sense of control over events;
▪ Relatedness – safety with others, of friend rather than foe;
▪ Fairness – perception of fair exchanges between people.
“SCARF model by David Rock, co-founder, NeuroLeadership Institute,
Sydney, Australia.“
First published in the NeuroLeadership Journal 2008’
25. High Performing Team Characteristics
• Ambitious performance goals compared to ‘ordinary’
teams
• Heightened sense of mutual accountability
• Exceptional clarity of purpose
• Willingness to challenge others and encouragement of
risk to foster creativity/innovation
• Independent and co-dependent range of knowledge,
skills and understanding which are applied consistently
well to facilitate successful task completion
• Leadership and followership as demonstrable emergent
and negotiated qualities/roles
• Strong social cohesion which is purposely challenged in
order to meet the task
High Performance Teams
exhibit a number of essential
behavioural characteristics
that allow them to out-perform
other more ‘ordinary’ teams
inside or outside their
company. High Performance
Teams are also fired by a
deep-seated and highly
tangible sense of purpose,
reflected in the following
characteristics –
Cardiff Metropolitan University
26. Team Development
Teams do not just become high
performing because they have been given
a common objective.
“Great teams do not hold back with one and other. They are
unafraid to air their dirty laundry. They admit their mistakes,
their weaknesses and their concerns without fear of reprisal”
Patrick Lencioni, Author ‘The Five Dysfunctions of a Team’
27. Common Activities that Support
Team Building
Brainstorming
Informal team building events
Formal team building events
Sprint - planning
Time boxing
Workshops
Joint problem solving
28. Some of the Challenges
Life cycle changes cause change in team
dynamics – continued cohesion needs to
be managed
“Politics is when people choose their words and actions based on how they want
others to react rather than based on what they really think”
Patrick Lencioni, Author ‘The Five Dysfunctions of a Team’
Motivation and team dynamics can be
impacted if career and personal
aspirations are not being met
A common well focused goal is important
for developing teams – it can also be a
weakness as projects are susceptible to
change
In larger teams – team development is
delegated. Overall performance needs to
be managed to retain consistency. As
teams get larger the effort to maintain a
team ethos increases
29. What Makes Teamwork Stall
Fragmented
Team
"Remember teamwork begins by building trust. And the only way to do
that is to overcome our need for invulnerability.“
Patrick Lencioni, Author ‘The Five Dysfunctions of a Team’
Lack of interest
Resentment or
misbehaviour of
team members
One person
dominates the
process
Team is not
motivated
A team member
is too quiet
Over dependency
on team leaderTeam is not
producing
Conflict and
argument
Too much
accommodation /
agreement
30. Further
Reading Katzenbach, JR and Smith.
D.K.,2005.
The Wisdom of Teams.
New York. N.Y.
Harper Business
Margerison C. and McKann, D.
1995
Team management: practical
new approaches. 2nd edition.
Didcot Management Books
2000