You'll learn the AEIOUs of organization design and how to apply them to successfully manage your team. I'll present some examples from my work including what we've done at SumAll.
You can find the lecture on YouTube here: http://www.youtube.com/watch?v=E-4PA5TTpXc&feature=c4-feed-u
You Don't Have a Talent Problem: It's Your CultureRoundPegg
In this informative presentation, RoundPegg's Natalie Baumgartner shares crucial ways to identify culture opportunities and roadblocks. She'll give you a roadmap that you can use TODAY to begin hypercharging your hiring–and you'll want to get started right away.
Roadmap to Diverse & Inclusive Hiring in 2021BambooHR
Join HR experts from DoorDash, Checkr, Criteria Corp, and Greenhouse for insights on how to expand diversity and inclusion in your organization’s hiring and training.
The World Has Changed, Corporations Have Not RoundPegg
Although the world has changed, our systems and infrastructure for people management are antiquated. It's vital to engage our workforce around company culture.
Culture Summit 2017 - Making the Business Case for Culture InitiativesCulture Summit
Culture Summit 2017: Making the Business Case for Culture Initiatives
Speaker: Marta Riggins, Global Director, Brand Marketing at LinkedIn Talent Solutions
Learn more at http://www.culturesummit.co
You Don't Have a Talent Problem: It's Your CultureRoundPegg
In this informative presentation, RoundPegg's Natalie Baumgartner shares crucial ways to identify culture opportunities and roadblocks. She'll give you a roadmap that you can use TODAY to begin hypercharging your hiring–and you'll want to get started right away.
Roadmap to Diverse & Inclusive Hiring in 2021BambooHR
Join HR experts from DoorDash, Checkr, Criteria Corp, and Greenhouse for insights on how to expand diversity and inclusion in your organization’s hiring and training.
The World Has Changed, Corporations Have Not RoundPegg
Although the world has changed, our systems and infrastructure for people management are antiquated. It's vital to engage our workforce around company culture.
Culture Summit 2017 - Making the Business Case for Culture InitiativesCulture Summit
Culture Summit 2017: Making the Business Case for Culture Initiatives
Speaker: Marta Riggins, Global Director, Brand Marketing at LinkedIn Talent Solutions
Learn more at http://www.culturesummit.co
Erica Lockheimer, LinkedIn
Tito Magobet, LinkedIn
Competing for technical talent in the network age requires more than building a world class recruiting team. In order to win in this hyper competitive market, organizations need to build and empower a talent ecosystem that leverages the interconnection of process, partnerships and people.
In this session LinkedIn will share the following 3 keys to our success which lies in the following 3P’s:
P1) Process: How we established our unified pipeline hiring model, where we’ve distilled tech hiring down to 7 talent profiles/tracks.
P2) Partnership: How we strategically partner with our engineering leaders and key stakeholders using the Tiger team approach.
P3) People: How we leverage our People, their knowledge and their vast networks in order to identify, engage and attract talent at scale.
Session highlights:
2-3 Actionable tips and examples on how to establish a pipeline hiring approach.
2-3 Actionable tips and examples of how to partner more effectively with your leaders and stakeholders.
2-3 Actionable tips and examples of how to leverage your employee base identify, engage and attract top talent.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Taking the Dark Arts Out of Hiring for Culture FitRoundPegg
What is the #1 Predictor is that a new hire will be a success in their new role? How well they Fit the company and the team. Learn how to ID the good Culture Fits when evaluating candidates - and how you can get Fit Scores for all candidates in minutes using simple software.
Learn how to identify your company culture (your Company CultureDNA), and use what you learn to make better hires.
Employee-Centered Onboarding: Starting New Hires Off RightBambooHR
What makes employees decide to leave? In most cases, employees make incremental choices that lead to their departure long before they give their two weeks’ notice. Understanding these retention checkpoints can help your organization build hiring, management, and recognition processes to find and keep employees.
Join BambooHR and The Predictive Index for insights on helping your employees stay engaged and productive through all the checkpoints of their career—from great beginnings, to graceful exits, and throughout the exciting, productive journey in between.
Will Leahy, LinkedIn
Nick Stannard, LinkedIn
This session will detail how talent leaders can use a change management framework to transform their talent acquisition organization into a modern functioning talent acquisition practice. Included in this session we will detail how to build the case to modernize the talent acquisition organization, drive home value with a change management framework, and drive home tips and tricks to help the TA organization change effectively.
Results: The results really are the change management framework. Change can be easy in TA and we'll help leaders get to where they need to get to in order to drive change home.
Session highlights:
Change Management Frameworks.
Ways to build the case for change within the TA organization.
Large scale examples to takeaway to help understand how the change frameworks are leveraged in TA.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Demystifying Brilliant Execution: A System to Operationalize StrategyAchieveIt
During a recent study, a large group of executives and leaders were surveyed to identify the most common roadblocks they face while implementing strategy throughout their organizations. The vast majority of strategists rated their organization as suffering under lackluster performance and producing unsatisfactory results.
Many of these challenges fall under the broad category of “operationalizing” strategy – the process of embedding strategy and execution into the day-to-day life and operating rhythm of your organization. The organizations that can successfully operationalize their strategy effectively and execute against it will end up producing the best results.
Redefining employee growth and engagement: Using development to unlock employ...LinkedIn Talent Solutions
Ron Storn, Lyft
In this talk, Ron Storn addresses how to grow and engage employees via learning and development programs through the lens of a hyper-growth technology company, Lyft. The speed of business, employee mindset, and the potentially short-life of workplace skills are driving organizations to think differently about how they structure career management and L&D initiatives. Companies that leverage continuous development and look beyond the the workplace are likely to have the advantage in the future. Lyft is leading the way in successfully implementing more modern and relevant approaches in the L&D arena.
Session highlights:
How to use structured 1:1’s as key building blocks for successful growth and talent development.
How to develop employees at all levels in a distributed workplace.
Why simple, self-explanatory core values are instrumental for alignment and engagement.
On March 134, 2018, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at the HRcoreLAB in Barcelona. These are the slides he used.
Clearx Exponential Performance Optimisation LifeMasters.co.za Tony Dovale Ove...Tony Dovale
How to use the 6 specific areas fot business optimisation detailed in Clearx exponential performance framework - by lifemasters.co.za Tony Dovale - free seminar at www.lifemasters.co.za/clearx-session.
Based upon 30+ years of research and development, CLEARx High Performance Framework is supported by the extensive academic work of HPO Center in europe.
Get a free HPO Diagnostic when you book a HPO Mindsets & Teamwork Talk with Tony Dovale to get your organisation optimised and operating exponentially.
We've made diversity a priority here at Drift from day one and we want to hold ourselves accountable. So we are happy to announce the launch of the first edition of Drift's Diversity Report. We will continue to lean in on diversity to improve in all areas.
Erica Lockheimer, LinkedIn
Tito Magobet, LinkedIn
Competing for technical talent in the network age requires more than building a world class recruiting team. In order to win in this hyper competitive market, organizations need to build and empower a talent ecosystem that leverages the interconnection of process, partnerships and people.
In this session LinkedIn will share the following 3 keys to our success which lies in the following 3P’s:
P1) Process: How we established our unified pipeline hiring model, where we’ve distilled tech hiring down to 7 talent profiles/tracks.
P2) Partnership: How we strategically partner with our engineering leaders and key stakeholders using the Tiger team approach.
P3) People: How we leverage our People, their knowledge and their vast networks in order to identify, engage and attract talent at scale.
Session highlights:
2-3 Actionable tips and examples on how to establish a pipeline hiring approach.
2-3 Actionable tips and examples of how to partner more effectively with your leaders and stakeholders.
2-3 Actionable tips and examples of how to leverage your employee base identify, engage and attract top talent.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Taking the Dark Arts Out of Hiring for Culture FitRoundPegg
What is the #1 Predictor is that a new hire will be a success in their new role? How well they Fit the company and the team. Learn how to ID the good Culture Fits when evaluating candidates - and how you can get Fit Scores for all candidates in minutes using simple software.
Learn how to identify your company culture (your Company CultureDNA), and use what you learn to make better hires.
Employee-Centered Onboarding: Starting New Hires Off RightBambooHR
What makes employees decide to leave? In most cases, employees make incremental choices that lead to their departure long before they give their two weeks’ notice. Understanding these retention checkpoints can help your organization build hiring, management, and recognition processes to find and keep employees.
Join BambooHR and The Predictive Index for insights on helping your employees stay engaged and productive through all the checkpoints of their career—from great beginnings, to graceful exits, and throughout the exciting, productive journey in between.
Will Leahy, LinkedIn
Nick Stannard, LinkedIn
This session will detail how talent leaders can use a change management framework to transform their talent acquisition organization into a modern functioning talent acquisition practice. Included in this session we will detail how to build the case to modernize the talent acquisition organization, drive home value with a change management framework, and drive home tips and tricks to help the TA organization change effectively.
Results: The results really are the change management framework. Change can be easy in TA and we'll help leaders get to where they need to get to in order to drive change home.
Session highlights:
Change Management Frameworks.
Ways to build the case for change within the TA organization.
Large scale examples to takeaway to help understand how the change frameworks are leveraged in TA.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Demystifying Brilliant Execution: A System to Operationalize StrategyAchieveIt
During a recent study, a large group of executives and leaders were surveyed to identify the most common roadblocks they face while implementing strategy throughout their organizations. The vast majority of strategists rated their organization as suffering under lackluster performance and producing unsatisfactory results.
Many of these challenges fall under the broad category of “operationalizing” strategy – the process of embedding strategy and execution into the day-to-day life and operating rhythm of your organization. The organizations that can successfully operationalize their strategy effectively and execute against it will end up producing the best results.
Redefining employee growth and engagement: Using development to unlock employ...LinkedIn Talent Solutions
Ron Storn, Lyft
In this talk, Ron Storn addresses how to grow and engage employees via learning and development programs through the lens of a hyper-growth technology company, Lyft. The speed of business, employee mindset, and the potentially short-life of workplace skills are driving organizations to think differently about how they structure career management and L&D initiatives. Companies that leverage continuous development and look beyond the the workplace are likely to have the advantage in the future. Lyft is leading the way in successfully implementing more modern and relevant approaches in the L&D arena.
Session highlights:
How to use structured 1:1’s as key building blocks for successful growth and talent development.
How to develop employees at all levels in a distributed workplace.
Why simple, self-explanatory core values are instrumental for alignment and engagement.
On March 134, 2018, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at the HRcoreLAB in Barcelona. These are the slides he used.
Clearx Exponential Performance Optimisation LifeMasters.co.za Tony Dovale Ove...Tony Dovale
How to use the 6 specific areas fot business optimisation detailed in Clearx exponential performance framework - by lifemasters.co.za Tony Dovale - free seminar at www.lifemasters.co.za/clearx-session.
Based upon 30+ years of research and development, CLEARx High Performance Framework is supported by the extensive academic work of HPO Center in europe.
Get a free HPO Diagnostic when you book a HPO Mindsets & Teamwork Talk with Tony Dovale to get your organisation optimised and operating exponentially.
We've made diversity a priority here at Drift from day one and we want to hold ourselves accountable. So we are happy to announce the launch of the first edition of Drift's Diversity Report. We will continue to lean in on diversity to improve in all areas.
Product-Led Culture with Guy Amrany | #GroupMentoringProduct League
It's #GroupMentoring time! And this session is all about Product-Led Culture with Guy Amrany.
Meet the mentor: Guy Amrany
Guy expanded his Product expertise throughout his career, covering a wide scope of enterprise functions, including Accounts, Marketing, Supply chain, and service, up to managing a Consumer Electronics business unit.
Today, Guy leads the Product & Marketing team at Curve.Tech and spearheads the development and launch of new products serving Enterprises and eCommerce merchants in various BizOps challenges by using AI/ML technologies.
The Role of the HR Professional in Creating a High-Performance OrganisationThe HR Observer
Whether you are new to the HR profession or experienced in the field, this session will provide an overview of the key responsibilities of a human resource professional. SHRM, the largest HR association in the world will provide a review of trends, useful metrics, and challenging HR issues. In addition, key business functions and strategies to drive organisational results will be highlighted. By attending this session you will be able to enhance your knowledge of the general competencies of an HR professional and describe current trends and best practices in each of the HR functions.
Robert Garcia, Director for Global Business, SHRM
Human Capital Entremaneur Strategy Soluitons DeckCNCInc
Aligning the deployment of Human Capital and the HR Scorecard with the Business Strategies as a whole. Global Human Capital deployment works only when you align all the pieces - Finances + Operations + PEOPLE = YOUR Successful business
Max Blumberg: How can #PeopleAnalytics prevent incidents like the Twitter fir...Edunomica
Max Blumberg: How can #PeopleAnalytics prevent incidents like the Twitter firings?
People Analytics Conference 2022 Winter
Website: https://pacamp.org
Youtube: https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ
FB: https://www.facebook.com/pacamporg
Business strategy Re engineering for SMB, Sales Statergy, Marketing Strategy,...Sonia Nagpal
Engagement with corporate to provide practical , on the ground practical recommendations to implement in the areas of sales strategy, marketing, technology deployment and risk
Business Process Improvement - Manage operational execution models around business goals & objectives; defining, implementing and delivering operational services measures & metrics around efficiency and effectiveness
People & Change Advisory Services
Business Consulting – Sales & Business Planning, Operational process improvement , Go to market, Marketing Strategies, Lead generation and management thru CRM practices, Training Practices
Drive sales performance through IT systems & CRM tools, pipeline tracking, business performance tracking and proactive reporting to boost business performance. Drive complete end to end target planning process and ensure continuous management of CRM, targets and business achievement. Lead transformation initiative, efficiency & quality improvement program, deploying common sales and quote processes.
As an individual contributor leverage and gain experience in cross industry segments to deploy entrepreneur skills and influence the sales/marketing processes by bridging their gaps
Advisory services to bring industry rich experience and subject matter experts in variety of vertical
An Australian Perspective on Managing a Paradox:
Who are creative people?
What are Creative Research Environments?
Where are we now?
Why do we need to strive to improve?
Design Upstream: Advancing Strategic Design Without Going Against the Current
Delivered at MadPow's Heathcare Refactored conference on April 2 2015 in Boston MA
These slides compliment the webinar titled "People Culture - Whats it all about" presented by Paul Addy from Positive People HR.
Withing the webinar, Paul explores:
* What company culture is and how to better define it
* Articulating what the drivers of an engaged team are
* Some of the tools available to measure your employee engagement and your people culture
To listen to the full webinar recording, please visit http://shorebird-rpo.com/free-webinars/item/people-culture-whats-it-all-about
Online experts offer Assignment help & Homework Help to students. Business Studies Assignment help & Business Studies Homework help. Our Business Studies Online tutors are available for instant help for Business Studies assignments & problems.Business Studies Homework help & Business Studies tutors offer 24*7 services . Send your Business Studies assignments at support@globalwebtutors.com or else upload it on the website. Instant Connect to us on live chat for Business Studies assignment help & Business Studies Homework help.
Assessing Your Current DesignOps Practice: A Heuristic Model - Dave MaloufWeb à Québec
Many companies are finding that they are being asked to add a DesignOps practice to their existing design organizations. This is great news, because by adding an operational mindset, and putting intentional design to one’s design operations, only better design will happen, which is the point, eh?
But how can I measure and communicate success? How do I even know what success is? How can I prioritize, and roadmap planning, and growth of my DesignOps practice?
In this lecture, I will propose a system that can be easily deployed and even customized so that as a design leader or a DesignOps leader you can show anyone in your company where you are at and where you are going to be working to mature practice and why.
Measuring & Evaluating Your DesignOps PracticeDave Malouf
This premiere version of this talk was given at WAQ in Quebec City on April 10, 2019.
It has a brief introduction to DesignOps and then goes into how to measure and understand value of designOps to the team and business.
Similar to Killing Hierarchy 2: Successful Organization Design (20)
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
FIA officials brutally tortured innocent and snatched 200 Bitcoins of worth 4...jamalseoexpert1978
Farman Ayaz Khattak and Ehtesham Matloob are government officials in CTW Counter terrorism wing Islamabad, in Federal Investigation Agency FIA Headquarters. CTW and FIA kidnapped crypto currency owner from Islamabad and snatched 200 Bitcoins those worth of 4 billion rupees in Pakistan currency. There is not Cryptocurrency Regulations in Pakistan & CTW is official dacoit and stealing digital assets from the innocent crypto holders and making fake cases of terrorism to keep them silent.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
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In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
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B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
16. Prod Team Systems Engineering Design Business Data Board
Organization focused process
Learn and share
Product team
Design
Front end dev
Data
Status
Systems
All hands meetings
Developmental meetings
Marketing
PR
Cust spprt
Office mgmt
Team meet Team meet Team meet Team meet Team meet Team meet Team meet
Boundary management
Peer bonus
Project management
Back end dev
Integrations Integrations
17. Prod Team Systems Engineering Design Business Data Board
Product focused process
PR and Marketing (x3 in parallel)
Project proposal
Post the project on Trello
Roadmap
Server Maint
Debugging (x3 in parallel)
Cust Support
Scoping
Team assign
Development (x3 in parallel)
Testing (x3 in parallel)
Push to Prod (sequential)
Scoping
Cust Support
Cust feedbck
Other Stuff Done Off Roadmap (technical debt, bug fixes, small enhancements)
Demo Day
23. Culture
• Be clear about culture and hire to your culture
– Culture is not ping pong tables and t-shirts
– Culture is made up of values that reflect deep
assumptions and manifest in artifacts like ping pong
tables and t-shirts
– If you assume business success comes from
innovation and creativity comes from free thinking and
thus value autonomy, hire people who can work
autonomously
– If you assume business success comes from
operational excellence, and excellence comes from
coherence and discipline, hire people who thrive in
structured environments
25. What works in practice?
• The models are good ways to organize your
thinking
• They are not normative for the most part
• All of this really has to be fitted for your
organizations culture
• This is hard work and there is no one right
way
• You are going to get it wrong
• Build, measure, learn
Editor's Notes
Use #MODes for questions during class
Organizational Psychologist ABD from ColumbiaI help NY startups gracefully scale their human systems.Most recent clients: SumAll, Harvest, Urtak, the Borough of Lansdale, PA, UN
Extreme HierarchyFormal vs. informal organization in hierarchyLiaison roles or cross-functional task initiating role relationship
How do you flatten an organization?Increase the span of control.Small span of control is 2Large span of control is 15How talented are your managers?How mature are your direct reports?
Stratified Systems Theory (Jaques)You shouldn’t report to someone who has the same time horizon as you.
FunctionalMost typical design
ProductGoogle would look something like this if they organized by product.When I was at Pfizer, they were moving away from Georgraphic to Product design.
GeographicSpeaking of Geographic, really large sales and service organizations are often-times grouped this way. Within georgraphy you may find functional or product based organizations
ClientIf you serve very different customers, they might have different needs. If your organization strategy revolves around customer segments, this might be a good way to organize.
MatrixOften when companies want to have two strong grouping types (usually function + one of the others), they’ll create a matrix organization.Benefits and costsSpotify?
Two views of operational processesEven how we visualize our processes speaks to our values.Important to get this rightIt is the combination of architecture and process that defines your organization design
Organic OrganizationSome examples of organic organizationsLess structured, more flexible.Fractal organizations may not look like your typical organization when put on paperYou might not be able to visualize it this way at all
At SumAll we have something similar to this for our architecture.Very clear understanding of the AEIOUs makes it unnecessary to have an org chart
Liaison roles and processesFormalAll hands meetingsCross-functional work groupsProject managersProduct managersRetreatsInformalLunchHappy hourHoliday partiesGame nightHackathons
Product process is different from organization-wide process
Your design should take into account:fit with your culture, mission, and strategyspeed and flexibility of decision making (are decisions centralized or distributed?)communication capabilities and how quickly data moves through your organizationeffect on employee engagementcosts, including resources and coordinationpolitics and power in your organizationamount of dependence on the informal organization
Sociotechnical Systems Eric TristLong wall coal mining was very good for resource recovery rates, but the invention of the conveyor belt and division of teams into specialized separate units messed up productivity. Why?Depersonalized workDecimation of work groupsA complex organization is a social systemSociotechnical systemsWork organizations are interdependent social and technical systemsA work system is the unit of work (e.g., the assembly line)The work group does the workWork groups monitor work systems; not the supervisorWorkers are complementary to machines, not an extension of them
Question:I'd *really* like to hear your thoughts on how hiring affects success in various organizational designs. In my experience, a lot of the ideal can break down when you have people who fundamentally operate a different way. Like people who have no personal tolerance for project tracking, todo lists, rules, or paperwork. When you transition to a more structured process, they struggle and push back. And people who may be great engineers, but are not pro-active communicators. They struggle in the sandbox because they aren't getting their ideas heard. What tricks are there for identifying the right personalities during the interview process that will fit with your organizational design objectives?
Question:When you present them, I'm always interested in which elements of them you see working well in practice vs. on paper. A lot of times there are good "ideal" mental models, but the devil is in the details. So which things you "enforce" and which things you "strive for" when applying them would be great.