Summary of article, "The hidden traps in decision making." The book examines 5 major decision traps and offers key examples and solutions . To buy this article: http://amzn.to/1POMJEJ
The document discusses using pre-employment assessments like the Winslow Dynamics Profile to select high performers and reduce turnover. The Winslow Dynamics Profile measures 24 competencies and 50 dimensions of behavior that have been validated through 8 million assessments to predict job performance. Companies can utilize the Winslow Dynamics Profile for selection, development, and creating customized position profiles to identify the traits required for success in specific roles.
This document discusses root cause analysis (RCA) and creating a blameless culture of continuous improvement. It provides an analogy comparing RCA to a doctor diagnosing an illness. The document emphasizes focusing on underlying processes and practices rather than individuals. It also stresses modeling a culture with values like courage, focus, openness, commitment, and respect. The goal is to prevent future issues by tracking remedial actions and celebrating improvements over time.
This document discusses using outcomes management in a clinical practice. It recommends administering satisfaction surveys both during and after treatment to understand patient experiences, including non-clinical aspects like the receptionist. It also suggests using brief pre- and post-treatment symptom screens to measure changes in symptoms. Several specific outcome rating scales are listed that can be used, including scales for children, groups, and supervision. Follow-up surveys after treatment are recommended to measure ongoing satisfaction and symptom reduction. Outcomes data can be used for marketing, contracting, and improving clinical services.
This document discusses user experience (UX) design in healthcare. It emphasizes understanding users, conducting research to gain insights into their behaviors and needs, and developing solutions iteratively through techniques like design sprints and rapid prototyping. The goal is to create experiences that motivate users and make it easy for them to achieve positive health outcomes, rather than just providing information. UX design is about more than testing or wireframing - it involves understanding users on an emotional level and designing from their perspective.
The document discusses common reasons why Agile transformations struggle or fail, referring to them as "watermelons". It identifies 10 potential watermelons: lack of sponsorship, lack of empathy, over-collaboration, toxic positivity, over-support, treating all changes as experiments, front-loading changes without sustainability, disregarding existing strengths, declaring premature success, and experts focusing on appearances over results. The document provides examples of each watermelon and asks for audience ideas to address them. It concludes by discussing an approach to identify "hidden watermelons" through leading indicators, finding root causes, and experimenting to reinvigorate a stalling transformation.
Managing a self-managed team requires:
1) Establishing checkpoints to prevent issues from spiraling out of control while avoiding rigid control that stifles creativity.
2) Building trust with the team and allowing it to evolve naturally while maintaining visibility into scope, timeline, budget and technical debt.
3) Adopting a servant leadership approach by providing vision and support, defining expectations, choosing qualified people, and continuously improving the system.
The document discusses two types of thinkers - strategic thinkers who focus on long term goals, ask "what" and "why" questions, and inspire and motivate others. Operational thinkers focus on planning execution, ask "how" and "when" questions, and solve problems and maintain systems.
Summary of article, "The hidden traps in decision making." The book examines 5 major decision traps and offers key examples and solutions . To buy this article: http://amzn.to/1POMJEJ
The document discusses using pre-employment assessments like the Winslow Dynamics Profile to select high performers and reduce turnover. The Winslow Dynamics Profile measures 24 competencies and 50 dimensions of behavior that have been validated through 8 million assessments to predict job performance. Companies can utilize the Winslow Dynamics Profile for selection, development, and creating customized position profiles to identify the traits required for success in specific roles.
This document discusses root cause analysis (RCA) and creating a blameless culture of continuous improvement. It provides an analogy comparing RCA to a doctor diagnosing an illness. The document emphasizes focusing on underlying processes and practices rather than individuals. It also stresses modeling a culture with values like courage, focus, openness, commitment, and respect. The goal is to prevent future issues by tracking remedial actions and celebrating improvements over time.
This document discusses using outcomes management in a clinical practice. It recommends administering satisfaction surveys both during and after treatment to understand patient experiences, including non-clinical aspects like the receptionist. It also suggests using brief pre- and post-treatment symptom screens to measure changes in symptoms. Several specific outcome rating scales are listed that can be used, including scales for children, groups, and supervision. Follow-up surveys after treatment are recommended to measure ongoing satisfaction and symptom reduction. Outcomes data can be used for marketing, contracting, and improving clinical services.
This document discusses user experience (UX) design in healthcare. It emphasizes understanding users, conducting research to gain insights into their behaviors and needs, and developing solutions iteratively through techniques like design sprints and rapid prototyping. The goal is to create experiences that motivate users and make it easy for them to achieve positive health outcomes, rather than just providing information. UX design is about more than testing or wireframing - it involves understanding users on an emotional level and designing from their perspective.
The document discusses common reasons why Agile transformations struggle or fail, referring to them as "watermelons". It identifies 10 potential watermelons: lack of sponsorship, lack of empathy, over-collaboration, toxic positivity, over-support, treating all changes as experiments, front-loading changes without sustainability, disregarding existing strengths, declaring premature success, and experts focusing on appearances over results. The document provides examples of each watermelon and asks for audience ideas to address them. It concludes by discussing an approach to identify "hidden watermelons" through leading indicators, finding root causes, and experimenting to reinvigorate a stalling transformation.
Managing a self-managed team requires:
1) Establishing checkpoints to prevent issues from spiraling out of control while avoiding rigid control that stifles creativity.
2) Building trust with the team and allowing it to evolve naturally while maintaining visibility into scope, timeline, budget and technical debt.
3) Adopting a servant leadership approach by providing vision and support, defining expectations, choosing qualified people, and continuously improving the system.
The document discusses two types of thinkers - strategic thinkers who focus on long term goals, ask "what" and "why" questions, and inspire and motivate others. Operational thinkers focus on planning execution, ask "how" and "when" questions, and solve problems and maintain systems.
I used the outline in the book Think Better to deliver a presentation on looking at productive type thinking versus what the author called re-productive or continuous improvement.
Individual decision making involves defining a problem, identifying decision criteria, weighing alternatives, choosing the best option, and evaluating the decision. Rational models assume clear problems and options, but people actually use bounded rationality due to complexity. Common biases include overconfidence, anchoring, confirmation bias, and representativeness. Intuition can aid decisions under uncertainty with limited facts and time pressure. Ethical decisions consider utility, rights, and justice. Reducing biases involves clarifying goals, considering disconfirming information, avoiding patterns in randomness, and increasing options.
Gert Garman, Global Creative Development Manager, provides tips for developing a creative culture and sparking creativity in groups. The document recommends doing energizers or improv exercises with groups to get people out of their comfort zones. It also suggests capturing the answers to "What did it take to play that?" to establish behavioral guidelines. Various creative thinking tools are listed like visioning, using sticky notes, and games. Personal tips include keeping an idea notebook, taking risks, rewarding yourself, and collaborating with others to foster creativity.
Catharine Wright - Mistakes that Derail Changeasyma
This document outlines best practices for leading successful change initiatives. It identifies the top mistakes made which include lack of sponsorship, insufficient planning, ineffective communication, and not managing resistance. The document recommends focusing more time on managing complexities and commitment rather than just articulating the case for change. Key best practices include having engaged executive sponsorship, communicating often through different channels, managing resistance by making it safe to provide feedback, and measuring results to reinforce the change. The overall message is that successful change requires focusing on the human aspects of transition and developing an organizational mindset that thrives in change.
The document provides recommendations for conducting project assessments and monitoring exercises in a non-adversarial manner. It suggests that assessments typically focus more on areas for improvement rather than appreciating good work. To make assessments less adversarial, the document recommends distinguishing facts from opinions, avoiding negative judgments, challenging opinions respectfully, considering longer-term impacts, and being open to changing one's view with new evidence.
A data scientist analyzes data to extract insights and identify strategic opportunities. The document discusses how managers who are not data literate can hinder companies. It then provides an example of how to become more data literate by analyzing meeting start times. The process involves forming a question, collecting data, developing visualizations and statistics, exploring variations, and iterating the process to uncover additional insights.
This document discusses decision making in business management. It outlines the decision making process which includes defining the problem, collecting and analyzing data, analyzing the problem, developing alternative solutions, evaluating and selecting a solution, and implementing and assessing the decision. It also discusses types of decisions like programmed vs non-programmed and strategic vs tactical. Potential impediments in decision making are identified as bad ideas, acting too fast, lack of information, and fear of failure. The document provides examples of business decisions at different stages.
The document discusses various techniques for critical thinking and decision making, including:
1) The 6 Thinking Hats method which separates thinking into 6 categories (white, red, black, yellow, green, blue) to encourage full-spectrum thinking and better decision making.
2) The 5 Whys technique which is used to identify the root cause of problems by asking "why" 5 times to determine the relationship between different root causes.
3) Brainstorming which is a group creativity technique to gather a list of ideas spontaneously contributed by members to find a conclusion for a specific problem.
Do you dread going to work? Are interruptions from outside making progress difficult? Is improvement almost nil? Sprint Retrospectives are the tool to help with all of these issues, but what if they elicit frustrated groans and reluctance or, worse, resentment within your team?
Do you dread going to work? Are interruptions from outside making progress difficult? Is improvement almost nil? Sprint Retrospectives are the tool to help with all of these issues, but what if they elicit frustrated groans and reluctance or, worse, resentment within your team? This presentations shows why we have those problems and points in the direction of The Cure
This document discusses practical tools for navigating a changing world with courage, curiosity and connection. It outlines common responses to distress like trying to control situations, getting stuck ruminating, and lack of emotional management. It then presents newer tools like mindfulness, awareness, reducing distractions, finding intrinsic rewards, giving time to connect with others, and using checklists to standardize best practices and reduce mistakes. The overall message is that developing skills like managing emotions, creating space for reflection instead of just reaction, and cooperating with others can help one adapt successfully to changes.
1. The document outlines an agenda for a virtual learning session on a new approach to controlling superbugs using positive deviance.
2. It discusses the discovery phase and tools for positive deviance such as discovery and action dialogues, improvisation, TRIZ, and wise crowds.
3. Improvisation or improv is presented as a way to practice positive deviance where participants act out scenarios to uncover solutions, and lessons from an improv day at a hospital are shared.
The document discusses several important aspects of developing and managing an organization, including the importance of excellence, planning, passion, selecting the right people and talent, focusing on outcomes, evaluating performance, maintaining focus on core goals, avoiding common pitfalls, and effectively conducting meetings. It emphasizes selecting people based on talent over just experience, defining clear expectations and outcomes, focusing on strengths, and regularly evaluating progress towards goals.
This document provides tips for successful grant writing. It recommends carefully following all application instructions, keeping in mind that reviewers have a large workload. It suggests using visual elements like white space, bullets, and images to make the proposal appealing. The best ideas may come from combining different approaches or technologies. An effective abstract clearly outlines the overall challenge, specific challenge to be addressed, opportunity, advantages, aims, and evaluation of success. Specific aims state what will be achieved rather than how. The background, prior results, methods, budget, and other elements are also discussed.
CIL 2011 Thinking Strategically & Critically: Seeing possibilities Rebecca Jones
This document discusses strategic thinking and critical thinking. It emphasizes questioning assumptions, challenging the status quo, focusing on the future, and considering different perspectives. Strategic thinking involves clarifying goals, gathering information, and developing creative solutions. It notes that strategic and critical thinking helps raise the right questions, assess relevant information, rely on recognizing assumptions and implications, and communicate effectively to solve complex problems. The document provides several references and resources for further developing strategic and critical thinking skills.
Olivia Liddell - Nebraska.Code() 2018 - Overcoming Your Fear of FailureOliviaLiddell
Have you ever been too afraid to try for an opportunity because you feared that you wouldn’t get it? In this talk, you’ll learn more about some of the causes of fear of failure, along with clear strategies that you can use to overcome it and advance within your tech career.
Fear of failure is very common, especially among women who are underrepresented in tech. You should attend this session if you’d like to learn how to develop more confidence, build a strong support network, and avoid the pitfalls of perfectionism and procrastination. We’ll use relevant examples from TV and pop culture to illustrate how you can overcome your fear or failure and further develop your potential as a tech leader.
The document discusses 5 ways to improve backlog health including involving the entire team in backlog refinement meetings, establishing clear definitions of requirements, inviting key stakeholders, holding multiple small refinement meetings focused on a theme, and focusing on removing old stale items and prioritizing based on a wide spectrum of factors. Following these best practices can lead to smoother planning, fewer bugs, predictable team velocity, and the ability to reliably plan future releases. Not following them can cause unstable scope, a cluttered backlog, inability to plan ahead, and missed opportunities.
This document discusses different decision-making styles - Followers, Charismatics, Sceptics, Thinkers, and Controllers. For each style, it describes their personality traits and decision-making approach. It then provides tips on how to best influence each style, focusing on demonstrating evidence, building credibility and relationships, appealing to data and authority, and structuring arguments logically. The overall goal is to understand different perspectives on decision-making and tailor an approach accordingly.
The document outlines a 6-step process for effective decision making: 1) Define the problem clearly, 2) Assess implications, 3) Explore different perspectives, 4) Clarify your ideal outcome, 5) Weigh pros and cons of options, 6) Decide and take action. It notes that decision making is important for leaders but many struggle due to fear, lack of structure, or procrastination. Following these steps can help people become more effective decision makers.
Fifteen Burlington-area board and staff members gathered in the Key Bank Board Room on 11/18/15 for a Working Board Lunch to learn more about the value of strategic planning and the role of the Board in ensuring the long-term strategic position of their organizations.
Merryn Rutledge of Revisions LLC, delivered a dense one hour of strategic planning know-how from her many years of organizational development experience. Her new book, Strategic Planning Guide for Leaders of Small Organizations includes chapters on who needs to be involved, preparing to plan, scanning the environment, assessing challenges and opportunities and connecting strategy to work plans
A presentation to the Student Government Councils of local universities and colleges in Malaysia was presented by Michael Teoh, surrounding the topics of Teamwork and Leadership.
This workshop for Student Leaders was done back in 2005 and 2006.
Facilitative Leadership is an approach that promotes a collaborative, strategic, and effective leadership styles. Drawing on the frameworks from the Interaction Associates, this short workshop for VISTAs in the Bonner Network explored some of the attributes of facilitative leadership including balancing results, process, and relationships and levels of decision making.
I used the outline in the book Think Better to deliver a presentation on looking at productive type thinking versus what the author called re-productive or continuous improvement.
Individual decision making involves defining a problem, identifying decision criteria, weighing alternatives, choosing the best option, and evaluating the decision. Rational models assume clear problems and options, but people actually use bounded rationality due to complexity. Common biases include overconfidence, anchoring, confirmation bias, and representativeness. Intuition can aid decisions under uncertainty with limited facts and time pressure. Ethical decisions consider utility, rights, and justice. Reducing biases involves clarifying goals, considering disconfirming information, avoiding patterns in randomness, and increasing options.
Gert Garman, Global Creative Development Manager, provides tips for developing a creative culture and sparking creativity in groups. The document recommends doing energizers or improv exercises with groups to get people out of their comfort zones. It also suggests capturing the answers to "What did it take to play that?" to establish behavioral guidelines. Various creative thinking tools are listed like visioning, using sticky notes, and games. Personal tips include keeping an idea notebook, taking risks, rewarding yourself, and collaborating with others to foster creativity.
Catharine Wright - Mistakes that Derail Changeasyma
This document outlines best practices for leading successful change initiatives. It identifies the top mistakes made which include lack of sponsorship, insufficient planning, ineffective communication, and not managing resistance. The document recommends focusing more time on managing complexities and commitment rather than just articulating the case for change. Key best practices include having engaged executive sponsorship, communicating often through different channels, managing resistance by making it safe to provide feedback, and measuring results to reinforce the change. The overall message is that successful change requires focusing on the human aspects of transition and developing an organizational mindset that thrives in change.
The document provides recommendations for conducting project assessments and monitoring exercises in a non-adversarial manner. It suggests that assessments typically focus more on areas for improvement rather than appreciating good work. To make assessments less adversarial, the document recommends distinguishing facts from opinions, avoiding negative judgments, challenging opinions respectfully, considering longer-term impacts, and being open to changing one's view with new evidence.
A data scientist analyzes data to extract insights and identify strategic opportunities. The document discusses how managers who are not data literate can hinder companies. It then provides an example of how to become more data literate by analyzing meeting start times. The process involves forming a question, collecting data, developing visualizations and statistics, exploring variations, and iterating the process to uncover additional insights.
This document discusses decision making in business management. It outlines the decision making process which includes defining the problem, collecting and analyzing data, analyzing the problem, developing alternative solutions, evaluating and selecting a solution, and implementing and assessing the decision. It also discusses types of decisions like programmed vs non-programmed and strategic vs tactical. Potential impediments in decision making are identified as bad ideas, acting too fast, lack of information, and fear of failure. The document provides examples of business decisions at different stages.
The document discusses various techniques for critical thinking and decision making, including:
1) The 6 Thinking Hats method which separates thinking into 6 categories (white, red, black, yellow, green, blue) to encourage full-spectrum thinking and better decision making.
2) The 5 Whys technique which is used to identify the root cause of problems by asking "why" 5 times to determine the relationship between different root causes.
3) Brainstorming which is a group creativity technique to gather a list of ideas spontaneously contributed by members to find a conclusion for a specific problem.
Do you dread going to work? Are interruptions from outside making progress difficult? Is improvement almost nil? Sprint Retrospectives are the tool to help with all of these issues, but what if they elicit frustrated groans and reluctance or, worse, resentment within your team?
Do you dread going to work? Are interruptions from outside making progress difficult? Is improvement almost nil? Sprint Retrospectives are the tool to help with all of these issues, but what if they elicit frustrated groans and reluctance or, worse, resentment within your team? This presentations shows why we have those problems and points in the direction of The Cure
This document discusses practical tools for navigating a changing world with courage, curiosity and connection. It outlines common responses to distress like trying to control situations, getting stuck ruminating, and lack of emotional management. It then presents newer tools like mindfulness, awareness, reducing distractions, finding intrinsic rewards, giving time to connect with others, and using checklists to standardize best practices and reduce mistakes. The overall message is that developing skills like managing emotions, creating space for reflection instead of just reaction, and cooperating with others can help one adapt successfully to changes.
1. The document outlines an agenda for a virtual learning session on a new approach to controlling superbugs using positive deviance.
2. It discusses the discovery phase and tools for positive deviance such as discovery and action dialogues, improvisation, TRIZ, and wise crowds.
3. Improvisation or improv is presented as a way to practice positive deviance where participants act out scenarios to uncover solutions, and lessons from an improv day at a hospital are shared.
The document discusses several important aspects of developing and managing an organization, including the importance of excellence, planning, passion, selecting the right people and talent, focusing on outcomes, evaluating performance, maintaining focus on core goals, avoiding common pitfalls, and effectively conducting meetings. It emphasizes selecting people based on talent over just experience, defining clear expectations and outcomes, focusing on strengths, and regularly evaluating progress towards goals.
This document provides tips for successful grant writing. It recommends carefully following all application instructions, keeping in mind that reviewers have a large workload. It suggests using visual elements like white space, bullets, and images to make the proposal appealing. The best ideas may come from combining different approaches or technologies. An effective abstract clearly outlines the overall challenge, specific challenge to be addressed, opportunity, advantages, aims, and evaluation of success. Specific aims state what will be achieved rather than how. The background, prior results, methods, budget, and other elements are also discussed.
CIL 2011 Thinking Strategically & Critically: Seeing possibilities Rebecca Jones
This document discusses strategic thinking and critical thinking. It emphasizes questioning assumptions, challenging the status quo, focusing on the future, and considering different perspectives. Strategic thinking involves clarifying goals, gathering information, and developing creative solutions. It notes that strategic and critical thinking helps raise the right questions, assess relevant information, rely on recognizing assumptions and implications, and communicate effectively to solve complex problems. The document provides several references and resources for further developing strategic and critical thinking skills.
Olivia Liddell - Nebraska.Code() 2018 - Overcoming Your Fear of FailureOliviaLiddell
Have you ever been too afraid to try for an opportunity because you feared that you wouldn’t get it? In this talk, you’ll learn more about some of the causes of fear of failure, along with clear strategies that you can use to overcome it and advance within your tech career.
Fear of failure is very common, especially among women who are underrepresented in tech. You should attend this session if you’d like to learn how to develop more confidence, build a strong support network, and avoid the pitfalls of perfectionism and procrastination. We’ll use relevant examples from TV and pop culture to illustrate how you can overcome your fear or failure and further develop your potential as a tech leader.
The document discusses 5 ways to improve backlog health including involving the entire team in backlog refinement meetings, establishing clear definitions of requirements, inviting key stakeholders, holding multiple small refinement meetings focused on a theme, and focusing on removing old stale items and prioritizing based on a wide spectrum of factors. Following these best practices can lead to smoother planning, fewer bugs, predictable team velocity, and the ability to reliably plan future releases. Not following them can cause unstable scope, a cluttered backlog, inability to plan ahead, and missed opportunities.
This document discusses different decision-making styles - Followers, Charismatics, Sceptics, Thinkers, and Controllers. For each style, it describes their personality traits and decision-making approach. It then provides tips on how to best influence each style, focusing on demonstrating evidence, building credibility and relationships, appealing to data and authority, and structuring arguments logically. The overall goal is to understand different perspectives on decision-making and tailor an approach accordingly.
The document outlines a 6-step process for effective decision making: 1) Define the problem clearly, 2) Assess implications, 3) Explore different perspectives, 4) Clarify your ideal outcome, 5) Weigh pros and cons of options, 6) Decide and take action. It notes that decision making is important for leaders but many struggle due to fear, lack of structure, or procrastination. Following these steps can help people become more effective decision makers.
Fifteen Burlington-area board and staff members gathered in the Key Bank Board Room on 11/18/15 for a Working Board Lunch to learn more about the value of strategic planning and the role of the Board in ensuring the long-term strategic position of their organizations.
Merryn Rutledge of Revisions LLC, delivered a dense one hour of strategic planning know-how from her many years of organizational development experience. Her new book, Strategic Planning Guide for Leaders of Small Organizations includes chapters on who needs to be involved, preparing to plan, scanning the environment, assessing challenges and opportunities and connecting strategy to work plans
A presentation to the Student Government Councils of local universities and colleges in Malaysia was presented by Michael Teoh, surrounding the topics of Teamwork and Leadership.
This workshop for Student Leaders was done back in 2005 and 2006.
Facilitative Leadership is an approach that promotes a collaborative, strategic, and effective leadership styles. Drawing on the frameworks from the Interaction Associates, this short workshop for VISTAs in the Bonner Network explored some of the attributes of facilitative leadership including balancing results, process, and relationships and levels of decision making.
The document provides guidance on getting a team unstuck in 7 steps by addressing common states of being stuck, including battle-torn, exhausted, directionless, worthless, overwhelmed, alone, and hopeless. It then outlines pathways to help teams move past each stuck state through approaches like clarifying roles, building team identity, establishing a compelling vision or purpose, and ensuring proper resources and communication. The overall document aims to help leaders diagnose why their team may be stuck and offer suggestions to guide them to an unstuck and higher performing state.
The document discusses teams and their role in quality improvement initiatives. It describes when teams are needed, the typical stages of team growth, and the responsibilities of management, the team, team leaders, facilitators, and members. It also covers topics like meeting management, techniques for team evaluation and brainstorming, and quality tools such as flowcharts, fishbone diagrams, and control charts.
تتحدث هذه المحاضرة عن العصف الذهني
Brainstorming
وهي أداة يتم استخدامها بغرض تجميع أكبر قدر ممكن من الأفكار لحل مشكلة أو تطوير منتج أو خدمة.
قمت في هذه المحاضرة بتعريف العصف الذهني او ال
Brainstorming
وشرحت أسباب اللجوء لهذه الأسلوب ووضحت أنواعه الموجودة.
قمت بعد ذلك بتوضيح خطوات العصف الذهني او ال
Brainstorming
متطرقا لأنواع متخصصة من العصف الذهني او ال
Brainstorming
يتم استخدامها في أحوال خاصة.
انتقلت بعدها لشرح استخدام تحليل باريتو عمليا في عمليات إدارة المشاريع وهي 6 عمليات يمكن فيها الاستفادة من تحليل باريتو فيها وعمليات تحليل الأعمال ( 15 عملية ) موزعة على دليل تحليل الأعمال من ال
PMI
( عمليتان) ودليل تحليل الأعمال من ال
IIBA
( 13 عملية ) وتم توضيح كيفية تطبيق ذلك في في التحليل الرباعي
SWOT
وفي إعداد الخطط الاستراتيجية.
The presentation is about decision making process, its a management subject, and after reading this the person will be able make better decision during daily life and or in office,
all factors of decision making is available in this presentation such as definition, advantages, disadvantages, WH questions, 6 c's and etc
The document provides guidance on best practices for identifying strategic priorities. It recommends focusing resources on initiatives that will have the biggest impact, aligning priorities with the organization's mission and vision, and making priorities simple to understand, explain and measure. Priorities should be determined through stakeholder input, a SWOT analysis, and trend analysis. Only a few key priorities should be selected initially and resources allocated to ensure their achievement. Regular communication is important to engage all staff in working towards the priorities.
Coaching for Continuous Improvement presented at the ASQ World Conference on Quality and Improvement May 2016 Milwaukee - How to develop team members to be strong problem solvers
Kanbans, Kaizens, and Kata: Demystifying Continuous Improvement WiLS
Delivered for WiLSWorld 2018 on July 25th in Madison, WI by Georgeann Larson, Cataloging and Metadata Specialist, Michigan Technological University; Linnea McGowan Hobmeier, Manager, Resource Access and Discovery Services, Michigan Technological University; and Lauren Movlai, Instruction and Learning Librarian, Michigan Technological University
Have you heard these buzzwords during professional development opportunities and wondered what they mean and if they can apply to you? This full-day workshop will explore these Japanese terms and more by delving into the continuous improvement model called Lean. Using hands-on tools and techniques you will learn how to identify roadblocks and streamline processes to improve efficiency across your organization. Participants will leave with an understanding of Lean culture and principles, practical tools that can be used immediately, and suggestions for best practices in solo or group environments.
This document discusses effective vs ineffective coaching practices and their results. An emotional response such as anger or blame leads to unhealthy results like negativity and focusing on imperfections. A strategic response involves being reflective, asking for causes and solutions, revising strategies, setting goals, inspiring confidence, and communicating progress, which leads to healthy results. It also discusses self-esteem variables and how factors like upbringing, education, relationships, and success impact self-esteem.
This document provides an overview of problem solving and decision making for supervisors. It discusses identifying problems in the workplace, using problem solving models like the 6 step approach and fishbone analysis to determine root causes. Effective problem solvers are confident, flexible, and learn from mistakes. Decision making involves defining problems, gathering information from stakeholders, developing alternatives, and selecting the best option. Involving teams in decisions improves morale but takes more time. Supervisors must determine when individual or group decisions are most appropriate.
The document discusses the basic principles of management, including the key functions of planning, organizing, staffing, directing and controlling. It provides guidance on decision making, communication, time management and developing skills as a manager. Effective management requires coordinating resources to achieve goals within budget and coordinating the work of people.
This document provides guidance for facilitators on managing group processes and discussions. It discusses key facilitation skills like setting expectations, maintaining focus, and helping groups build agreements. The core of facilitation involves opening discussion of a topic, narrowing considerations, and closing or transitioning. Techniques are presented for each phase like brainstorming, prioritizing, and defining next steps. Effective facilitation requires balancing attention to results, relationships, and process. The document also discusses facilitative leadership and practices like sharing vision, maximizing appropriate involvement, and celebrating accomplishments.
The document discusses various aspects of decision making for project leaders. It covers decisions related to the triple constraints of scope, schedule and cost. It then discusses the anatomy of decision making from a neurological perspective. Finally, it provides steps to improve individual decision making, including nutrition, exercise, mindfulness meditation and reducing biases.
Have you ever wondered why board members seem to take off their strategic thinking caps before coming into the boardroom? This session will explore why boards aren’t strategic thinking entities and, more importantly, present 25 tangible ideass / practices that can be implemented to transition one’s board into a strategic thinking body, while building the strategic capacity of the organization at the same time. In this interactive session, participants will learn how everything from board selection to culture to board meeting design and management plays a role.
The document provides a career change roadmap for an individual, outlining steps taken from December 2008 to January 2009 to define a new career path. Key steps included assessing skills and interests, researching occupations, deciding on a specific target occupation, and beginning to develop a marketing plan for the job search. The individual's personality type analysis suggested careers where they can observe people, determine needs, and create structured plans to help others. Potential positions identified include librarian/archivist, grant coordinator, and researcher.
1) The document provides guidelines for assessing the effectiveness of work teams using 10 indicators such as clear goals, participation, and self-assessment. It instructs the reader to rate their team on a scale for each indicator.
2) It discusses factors that contribute to team effectiveness such as context, composition, work design, and process. It also outlines the typical stages of team formation.
3) Highly effective teams are characterized by clear and shared goals, participation, empathy, consensus decision-making, and high trust. The document identifies common reasons why teams fail and provides solutions.
Explore the key differences between silicone sponge rubber and foam rubber in this comprehensive presentation. Learn about their unique properties, manufacturing processes, and applications across various industries. Discover how each material performs in terms of temperature resistance, chemical resistance, and cost-effectiveness. Gain insights from real-world case studies and make informed decisions for your projects.
7. Team
Overture
Set team goals
• Clear expectations from anyone
Role clarification
• Everyone knows his position and responsibilities
• Friends are friends, business is a business
Problems
• Have Plan B/C for most of the team issues
Relations/Collaboration/Communication models
For big achievements, split the goals
• Set smaller achievable goals
• Define big strategy, expose tactics
8. Project ongoing
Initialize according
to plan A
Monitor -> Adjust
Measure -> Compare to plans
Adjust
• React fast, be severe when needed
• Execute plan variants B/C/D…
• Fix “broken windows”
Ask, improve, give
appreciation
Relax
Execute…
10. Six thinking roles/modes
Encourage diversity
Make collaborative
tension among team
Have persons to
challenge most of the
ides/proposals to
reach better solution
The six roles:
• White: Data and Analysis
• Green: Creativity/Ideas
• Blue: Decision making
• Red: Instinct/Feeling
• Yellow: Optimist/Positive
• Black: Judgement
11. Six thinking roles/modes properties
Challenges Benefits How to control/
overcome challenges
• Creates open arena for
brainstorming
• Decisions are taken
slowly
• Easy transition towards
chaotic behaviour
• More through decision
making
• Almost everyone agrees
with the decisions
• Lower probability for
failure
• Diversity
• Define limitations
• Agree on timeline
• Agree on who takes
precedence in which
situations
12. The “surgeon”
approach
Full focus on small set of goals to reach the final goal
All the members are set to support the main person
Have diversity skillsets among team members
Make excellent and detailed plan for all the small steps
Great approach for repetitive projects/goals
13. Challenges:
• Focus to one and only one goal
• Requires excellent planning
• Lack of flexibility
Benefits:
• Decision are taken faster
• Focus of the whole team is to achieve the goal set
How to control/overcome challenges
• Have backup plans
• Start team “training” to work together on easier projects
• Have “spare” team players
The “surgeon”
approach