Opening Keynote for Women of the Channel West 2014. Looks at how we work, lead, learn, and mentor -- and what constraints we can let go of and what we must hold tight to.
Lead by Letting Go: Creating a Mosaic of EducationTerri Griffith
Slides from my presentation at the 2014 Mazatlan Forum:
“Technology and the Future(s) of Education: U.S. and Mexican Perspectives.” I believe we need a mosaic of education: A situation where our best material is available when the student and their organization needs it.
Part of Kellogg GMS Allen Center program on Leading into the Future http://www.kellogg.northwestern.edu/execed/programs/century.aspx. Section on Demands on 21st Century organizations
Are 20th Century Constraints Holding Back Open Innovation? (Yes!)Terri Griffith
Managers who want to be strategic about open innovation need to let go of practices that might have worked in the 20th century but are outmoded in the faster-paced, more collaborative, technology-reliant 21st century.
Leading into the Future: Leading, Leap of Faith & ExperimentsTerri Griffith
Light-weight experiments for organizational innovation. Part of Allen Center program: Leading into the Future http://www.kellogg.northwestern.edu/execed/programs/century.aspx
The "Pipeline Problem" and Other Myths About Workplace DiversityAtlassian
If you're having a hard time filling your hiring pipeline with a diverse mix of candidates, you're not alone. You're also not looking in the right places. The so-called "pipeline problem" is a convenient scapegoat for tech's slow progress on the diversity front, but it's nothing more than a cop-out and a myth.
Companies that get serious about installing the right "plumbing" find that their pipeline problems disappear rather quickly. (Fancy that!) In this talk, you'll learn how to start attracting and seeking out talent that represents the makeup of the communities where you live and operate. You'll also learn how to build a culture were diverse employees can find a sense of belonging and bring their full selves to the table.
Aiming to eliminate the compromises in organizational life. Covering some interesting and provocative ideas, spanning human rights, complexity science, the death of heuristics, influence flows, personal knowledge mastery, social physics, trust, the digital nervous system, Web 3.0, performance and learning, public relations, collective intelligence, sociocracy, Holacracy, podularity, wirearchy, emergent civilization, self-organization, organized self, socioveillance, middleware corporate, bread incorporated and the Mozilla manifesto.
Lead by Letting Go: Creating a Mosaic of EducationTerri Griffith
Slides from my presentation at the 2014 Mazatlan Forum:
“Technology and the Future(s) of Education: U.S. and Mexican Perspectives.” I believe we need a mosaic of education: A situation where our best material is available when the student and their organization needs it.
Part of Kellogg GMS Allen Center program on Leading into the Future http://www.kellogg.northwestern.edu/execed/programs/century.aspx. Section on Demands on 21st Century organizations
Are 20th Century Constraints Holding Back Open Innovation? (Yes!)Terri Griffith
Managers who want to be strategic about open innovation need to let go of practices that might have worked in the 20th century but are outmoded in the faster-paced, more collaborative, technology-reliant 21st century.
Leading into the Future: Leading, Leap of Faith & ExperimentsTerri Griffith
Light-weight experiments for organizational innovation. Part of Allen Center program: Leading into the Future http://www.kellogg.northwestern.edu/execed/programs/century.aspx
The "Pipeline Problem" and Other Myths About Workplace DiversityAtlassian
If you're having a hard time filling your hiring pipeline with a diverse mix of candidates, you're not alone. You're also not looking in the right places. The so-called "pipeline problem" is a convenient scapegoat for tech's slow progress on the diversity front, but it's nothing more than a cop-out and a myth.
Companies that get serious about installing the right "plumbing" find that their pipeline problems disappear rather quickly. (Fancy that!) In this talk, you'll learn how to start attracting and seeking out talent that represents the makeup of the communities where you live and operate. You'll also learn how to build a culture were diverse employees can find a sense of belonging and bring their full selves to the table.
Aiming to eliminate the compromises in organizational life. Covering some interesting and provocative ideas, spanning human rights, complexity science, the death of heuristics, influence flows, personal knowledge mastery, social physics, trust, the digital nervous system, Web 3.0, performance and learning, public relations, collective intelligence, sociocracy, Holacracy, podularity, wirearchy, emergent civilization, self-organization, organized self, socioveillance, middleware corporate, bread incorporated and the Mozilla manifesto.
How to Grow, er, DEFRAG Idaho's Entrepreneurial Ecosystem in 1, 2, 3, 4 "Easy...Norris Krueger
Energy Connected speed presentation March 4, 2015:
How to Grow, er, DEFRAG Idaho's Entrepreneurial Ecosystem in 1, 2, 3, 4 "Easy" Steps! :)
The latest, greatest Idaho Tech Council /Idaho National Lab confab, the Energy Connected' symposium is March 3-4, 2015 and features a series of Ignite/pecha kucha style speed presentations. These are my overly-cluttered draft slides for this presentation - lots of embedded links but not enough plugs for my great friends who want to grow great entrepreneurial communities! Like US SourceLink, the OECD entrep crew, Klaus Sailer's Coneeect, World Entrepreneurship Forum & Junior WEF, and of course the Kauffman Foundation!
Ethical by Design: How to Build Good TechnologyAtlassian
From gender-biased resume scanning bots to the dissemination of fake news to apps that send our every smartphone action back to the mothership, the ethics of technology is now under a 10,000-watt spotlight. How can your company avoid becoming the center of the scandal? By putting ethics at the heart of your technical design process.
Join Dr. Matt Beard from the Ethics Center for a primer on embedding ethics into your development process. You'll learn how to prevent costly re-designs, how to become an advocate within your organization, and the philosophies underpinning it all.
7 Secrets to Union & Management Success with Teams, MLMA 2014Deb Nystrom
Presented at the Partnerships in Progress Michigan Labor and Management Association Conference, 2014, East Lansing, Michigan http://mlma.org/
7 Secrets to Union-Management Success with Teams
Once what I want differs from what you want, we are in conflict. Conflict will naturally increase when shifting from a supervisor-to-employee model to a team model. This presentation describes a whole system, top to bottom and side to side process to implement teams in a union environment. The "from me to we" shift is continuous process that requires a different type of renewal annually. With commitment to this approach, everyone from top management and union officials down to frontline supervisors and employees can mutually benefit.
Deb Nystrom, REVELN Consulting and Ron Koller, Fenwick Koller Associates
Your One Big Life - WCTF Career Conference, University of Michigan, 2014 Ann ...Deb Nystrom
Be the champion of Your One Big Life by learning how to stay focused on your goals through downturns, upturns and turnarounds. Intended audience: those interested in entrepreneurial ventures that can co-exist with the demands of work, family and fitness to build “one big life.” See the photos and handouts / references that go with this presentation on Deb's speaking page here: http://reveln.com/services/deb-recent-speaking-events/
Leuphana Conference on Entrepreneurship 2015Norris Krueger
Great newer conference that focuses on creativity & innovation at Leuphana University in Luneberg! Silke Tegtmeier and her team has done a great job again thus year:
http://www.leuphana.de/zentren/rce/konferenz.html
My keynote on the entrepreneurial mindset: We talk about it all the time but never really define it :) So... how do we better understand it? Define it? Measure it? Change it? Ping me if you want to join the discussion! (And ACTION!)
Creating A Connected Organization for the 21st Century: The Future of Work on...Ayelet Baron
The future of work is here. We need 21st century leaders to build connected organizations on the edges. This deck summarizes my model on how to implement strategy through people (aka change management).
Think like an Entrepreneur, Be Anti-Fragile No Matter Where You WorkDeb Nystrom
How do you FRAME an approach to entrepreneurial change that helps you adapt to a business climate that continues to evolve?
See the full blog post on REVELN.com here:
http://reveln.com/think-like-an-entrepreneur-be-anti-fragile-no-matter-where-you-work/
More about anti-fragile concepts on REVELN Tools here: http://reveln.com/tools/
Anti-fragile organisms and businesses are made better, through stress.
Smart leaders, including many women know the power of innately social practices for building strong, healthy networks.
The session included an information exchange, using an Affinity diagram to help build shared learning and networks. Learn how to move past the inefficiencies of industrial age, persistent leadership practices to FRAME smart process and strengthened relationships and results.
Everyday Opportunities for Inclusion & Collaboration - OSSNA 2018Erik Riedel
talk on mentoring, inclusion, and collaboration - given by Nithya Ruff (Comcast) and Erik Riedel (Works Together) at the 2018 Open Source Summit NA in Vancouver, Canada
= Abstract =
Do you feel left out or uncomfortable at the company Christmas Party? Do you avoid the “water cooler” and try to limit your interactions to "business only"? Do you find many such business-social interactions fraught with potential landmines and opportunities for exclusion or misunderstanding? Do you see colleagues excluded or unable to participate when activities are informal, under-structured, or ill-organized?
A study in the NY Times from 2017 highlights how many of us are wary of the way professionals socializes today.
This session will present a set of specific examples and stories from our direct experience of some of the less obvious opportunities for communication, networking, learning, mentoring, and collaboration that are presented by ongoing day-job activities as well as thru outside events and forums.
Since much of successful mentoring and collaboration occurs informally, there are many unidentified or difficult-to-see barriers that can create missed opportunities. We believe that the desire to assist each other and collaborate is often present but unrealized. We will provide some examples of lowering the "activation energy" for such positive interactions and creating an equality of opportunity for colleagues and team members.
The examples we discuss are applicable to individual contributor (IC) employees, to leaders and managers (bosses), and to anyone with a job description OR a personal passion that includes mentoring or collaboration. These issues are not limited to technology workers or open source projects, but we believe that there are unique opportunities in these realms that are sometimes hidden or easily overlooked.
The target audience for this talk is anyone with a significant ability to impact both technical and cultural aspects of their work and workplace; they might be an explicit people leader or manager; they might be an experienced engineer that is expected - explicitly or implicitly - to mentor less experienced staff; they might be an engineer that wishes they could have more impact - either technical or cultural - on their work or workplace and just can’t figure out how to do it. they might be an individual who is having trouble getting promoted, or just have trouble “fitting in”.
Your agile transformation is done, but the organization as a whole is still not flexible and responsive. What causes this and what can you do about it? Building on his articles Beyond Agile and How to build your own Spotify model Jurriaan shares his vision on what you can do to truly become a future-proof end-to-end agile organization. How to look at Teal, Holacracy and other future of work trends and how to apply them in a pragmatic way.
Generation Y are changing the workforce like no generation before them. This presentation looks at how you can shape your organisation to engage this crucial group.
Learning Objective: Explore methods that help participants to focus on and improve leadership habits
In order to achieve innovative results, we need leaders who aren’t afraid to think and lead differently. Successful leaders know that lesson all too well and discern that their high-demand positions mean nothing without the ability to influence others to believe in their mission. So what’s their secret to successfully reaching the top? They must start with putting themselves at the top in their minds. Women have to begin with “I’m going to be the CEO.” The next step is to understand that you need to go out there and become that person. This seminar aims to inspire and empower women across the world to take on leadership roles, to lead change with more conviction and confidence, and to improve our workplaces and communities for all. By offering more complex understandings of issues related to professional women and work, we will help you increase self-knowledge about your own values and vision as well as enhance your capabilities as a leader.
At the end of this seminar, participants will be able to:
a. Outline career success for the individual.
b. Identify leadership goals and aspirations.
c. Outline what organizations can do to provide women with opportunities for leadership.
d. Identify ways to inspire and empower women to engage and lead with conviction and confidence.
How to Grow, er, DEFRAG Idaho's Entrepreneurial Ecosystem in 1, 2, 3, 4 "Easy...Norris Krueger
Energy Connected speed presentation March 4, 2015:
How to Grow, er, DEFRAG Idaho's Entrepreneurial Ecosystem in 1, 2, 3, 4 "Easy" Steps! :)
The latest, greatest Idaho Tech Council /Idaho National Lab confab, the Energy Connected' symposium is March 3-4, 2015 and features a series of Ignite/pecha kucha style speed presentations. These are my overly-cluttered draft slides for this presentation - lots of embedded links but not enough plugs for my great friends who want to grow great entrepreneurial communities! Like US SourceLink, the OECD entrep crew, Klaus Sailer's Coneeect, World Entrepreneurship Forum & Junior WEF, and of course the Kauffman Foundation!
Ethical by Design: How to Build Good TechnologyAtlassian
From gender-biased resume scanning bots to the dissemination of fake news to apps that send our every smartphone action back to the mothership, the ethics of technology is now under a 10,000-watt spotlight. How can your company avoid becoming the center of the scandal? By putting ethics at the heart of your technical design process.
Join Dr. Matt Beard from the Ethics Center for a primer on embedding ethics into your development process. You'll learn how to prevent costly re-designs, how to become an advocate within your organization, and the philosophies underpinning it all.
7 Secrets to Union & Management Success with Teams, MLMA 2014Deb Nystrom
Presented at the Partnerships in Progress Michigan Labor and Management Association Conference, 2014, East Lansing, Michigan http://mlma.org/
7 Secrets to Union-Management Success with Teams
Once what I want differs from what you want, we are in conflict. Conflict will naturally increase when shifting from a supervisor-to-employee model to a team model. This presentation describes a whole system, top to bottom and side to side process to implement teams in a union environment. The "from me to we" shift is continuous process that requires a different type of renewal annually. With commitment to this approach, everyone from top management and union officials down to frontline supervisors and employees can mutually benefit.
Deb Nystrom, REVELN Consulting and Ron Koller, Fenwick Koller Associates
Your One Big Life - WCTF Career Conference, University of Michigan, 2014 Ann ...Deb Nystrom
Be the champion of Your One Big Life by learning how to stay focused on your goals through downturns, upturns and turnarounds. Intended audience: those interested in entrepreneurial ventures that can co-exist with the demands of work, family and fitness to build “one big life.” See the photos and handouts / references that go with this presentation on Deb's speaking page here: http://reveln.com/services/deb-recent-speaking-events/
Leuphana Conference on Entrepreneurship 2015Norris Krueger
Great newer conference that focuses on creativity & innovation at Leuphana University in Luneberg! Silke Tegtmeier and her team has done a great job again thus year:
http://www.leuphana.de/zentren/rce/konferenz.html
My keynote on the entrepreneurial mindset: We talk about it all the time but never really define it :) So... how do we better understand it? Define it? Measure it? Change it? Ping me if you want to join the discussion! (And ACTION!)
Creating A Connected Organization for the 21st Century: The Future of Work on...Ayelet Baron
The future of work is here. We need 21st century leaders to build connected organizations on the edges. This deck summarizes my model on how to implement strategy through people (aka change management).
Think like an Entrepreneur, Be Anti-Fragile No Matter Where You WorkDeb Nystrom
How do you FRAME an approach to entrepreneurial change that helps you adapt to a business climate that continues to evolve?
See the full blog post on REVELN.com here:
http://reveln.com/think-like-an-entrepreneur-be-anti-fragile-no-matter-where-you-work/
More about anti-fragile concepts on REVELN Tools here: http://reveln.com/tools/
Anti-fragile organisms and businesses are made better, through stress.
Smart leaders, including many women know the power of innately social practices for building strong, healthy networks.
The session included an information exchange, using an Affinity diagram to help build shared learning and networks. Learn how to move past the inefficiencies of industrial age, persistent leadership practices to FRAME smart process and strengthened relationships and results.
Everyday Opportunities for Inclusion & Collaboration - OSSNA 2018Erik Riedel
talk on mentoring, inclusion, and collaboration - given by Nithya Ruff (Comcast) and Erik Riedel (Works Together) at the 2018 Open Source Summit NA in Vancouver, Canada
= Abstract =
Do you feel left out or uncomfortable at the company Christmas Party? Do you avoid the “water cooler” and try to limit your interactions to "business only"? Do you find many such business-social interactions fraught with potential landmines and opportunities for exclusion or misunderstanding? Do you see colleagues excluded or unable to participate when activities are informal, under-structured, or ill-organized?
A study in the NY Times from 2017 highlights how many of us are wary of the way professionals socializes today.
This session will present a set of specific examples and stories from our direct experience of some of the less obvious opportunities for communication, networking, learning, mentoring, and collaboration that are presented by ongoing day-job activities as well as thru outside events and forums.
Since much of successful mentoring and collaboration occurs informally, there are many unidentified or difficult-to-see barriers that can create missed opportunities. We believe that the desire to assist each other and collaborate is often present but unrealized. We will provide some examples of lowering the "activation energy" for such positive interactions and creating an equality of opportunity for colleagues and team members.
The examples we discuss are applicable to individual contributor (IC) employees, to leaders and managers (bosses), and to anyone with a job description OR a personal passion that includes mentoring or collaboration. These issues are not limited to technology workers or open source projects, but we believe that there are unique opportunities in these realms that are sometimes hidden or easily overlooked.
The target audience for this talk is anyone with a significant ability to impact both technical and cultural aspects of their work and workplace; they might be an explicit people leader or manager; they might be an experienced engineer that is expected - explicitly or implicitly - to mentor less experienced staff; they might be an engineer that wishes they could have more impact - either technical or cultural - on their work or workplace and just can’t figure out how to do it. they might be an individual who is having trouble getting promoted, or just have trouble “fitting in”.
Your agile transformation is done, but the organization as a whole is still not flexible and responsive. What causes this and what can you do about it? Building on his articles Beyond Agile and How to build your own Spotify model Jurriaan shares his vision on what you can do to truly become a future-proof end-to-end agile organization. How to look at Teal, Holacracy and other future of work trends and how to apply them in a pragmatic way.
Generation Y are changing the workforce like no generation before them. This presentation looks at how you can shape your organisation to engage this crucial group.
Learning Objective: Explore methods that help participants to focus on and improve leadership habits
In order to achieve innovative results, we need leaders who aren’t afraid to think and lead differently. Successful leaders know that lesson all too well and discern that their high-demand positions mean nothing without the ability to influence others to believe in their mission. So what’s their secret to successfully reaching the top? They must start with putting themselves at the top in their minds. Women have to begin with “I’m going to be the CEO.” The next step is to understand that you need to go out there and become that person. This seminar aims to inspire and empower women across the world to take on leadership roles, to lead change with more conviction and confidence, and to improve our workplaces and communities for all. By offering more complex understandings of issues related to professional women and work, we will help you increase self-knowledge about your own values and vision as well as enhance your capabilities as a leader.
At the end of this seminar, participants will be able to:
a. Outline career success for the individual.
b. Identify leadership goals and aspirations.
c. Outline what organizations can do to provide women with opportunities for leadership.
d. Identify ways to inspire and empower women to engage and lead with conviction and confidence.
Human connectedness and meaningful conversations - how coaching boosts the su...Greatness Coaching
8 traits of a coach/leader enabling inclusion, diversity, agility and collaboration:
1. Authentic and humble
2. Holistic listener
3. Learner of the leader’s Greatness
4. Non-judgmental thinking-partner
5. Comfortable with not knowing, with failure, trusting process
6. Empathetic, yet detached from outcome
7. Courageous feedback-provider
8. Supportive challenger
The 'shift change' is underway as the retiring baby boom generation makes way for Generation X. The shift change is the transfer of the retiring baby boomers to the next generation of leaders that will be taking the helm in the next few years. This time what got you here won’t get you there.
The incoming shift will require a new set of skills and tools to continue the work of the prior shift. This time it is different.
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace. The latest research on the new skills needed in the modern workforce and how leadership has changed. This session will cover the 5C’s of modern talent management – Culture, Career Path, Competencies, Curriculum, Cloud Learning and how these can be used to create a magnetic organization that attracts and retains the best talent. Participants will learn new approaches to engaging the next generation of workers to connect and collaborate in a way that maximizes their discretionary effort.
For more information on "success skills", curriculums development, strategic planning and facilitation visit us online at http://www.blionline.org
Trends allow training programs to stay relevant. Learn what L&D experts think of some of the most prominent trends to shape the industry in the last 5 years.
Presentation to Wake Forest's MBA Class on Mentoring and Women, by Kathy Korman Frey. Faculty member at the George Washington University School of Business, and founder of the Hot Mommas Project, the worlds largest womens case study library providing online role models and mentors through story-sharing.
As millennials come of age in the workplace, getting them to stick around is becoming a concern. Elements of the employment deal like organizational culture, benefits and working conditions play a critical role in retaining top performers. During this spotlight webinar, millennial branding expert Dan Schawbel will uncover the elements that lead to a clash between generations and how employers can better leverage their programs to meet the needs of the young workers.
During this webinar attendees will hear:
How total rewards contribute to employee motivation
The key factors employees look for in positions and their connection to employee retention
Comparison of workforce generations and its impact on workforce planning
Leading Millenniums to Leadership GreatnessRoshan Thiran
This file contains the presentation slides on a session I conducted with PIKOM on "Leading Millennials" - it highlights what we need to do as leaders to grow our Millennials in our workforce to become great leaders. you can also go to www.leaderonomics.com for more articles and insights on leadership development
Jak być zarąbistym developerem w oczach szefa i ... klientaWojciech Seliga
(Polish language / język polski)
Slajdy z mojej prezentacji z konferencji Confitura 2018 w Warszawie.
Pamiętacie może wystąpenia z Confitury sprzed paru lat - "How to be awesome at a Java developer job interview" czy "Java Developer Career Unplugged", które budziły spore emocje i które po latach nadal są komentowane. Lata lecą nieubłaganie. Z developera stałem się w międzyczasie szefem 150-osobowej firmy. Nabrałem nowych doświadczeń, nowego spojrzenia, muszę polegać jeszcze bardziej na ludziach niż kiedyś. I coraz bardziej polegam nie tylko na ich umiejętnościach programistycznych, ale na czymś znacznie istotniejszym. Jeśli chcecie zmierzyć się ze szczerą opinią dotyczącą tego jakie cechy charakteru, umiejętności, zachowania software developerów pozwalają według osób zarządzających przetrwać i rozwijać się ich firmom na wyjątkowo konkurencyjnym rynku globalnym IT w XXI wieku, to jest to prezentacja dla Was. "People are our biggest assets". W praktyce różni ludzie przedstawiają różną wartość dla firm. Pewnie zależy Wam na jej maksymalizacji. Nam - też :)
Why and how coaching is helping change the game and enhancing the success of ...Greatness Coaching
8 traits of a coach/leader enabling inclusion, diversity, agility and collaboration:
1. Authentic and humble
2. Holistic listener
3. Learner of the leader’s Greatness
4. Non-judgmental thinking-partner
5. Comfortable with not knowing, with failure, trusting process
6. Empathetic, yet detached from outcome
7. Courageous feedback-provider
8. Supportive challenger
Today, 84% of employees are “matrixed,” working on multiple teams every day. Networks of teams are replacing top-down hierarchies. And the role of a high-performing team player is changing. Are you keeping up? In this webinar, learn to leverage the “magic ratio” of highly effective teams, harness the collective intelligence of groups, and make a memorable mark.
Speakers: Jo Miller, CEO and Selena Rezvani, Vice President of Consulting and Research, Be Leaderly
The DNA of Leadership at the world’s most admired companies (Mumbai)Greatness Coaching
Eight traits of a coach / leader enabling inclusion, diversity, agility and collaboration:
• Authentic and humble
• Holistic listener
• Learner of the leader’s Greatness
• Non-judgmental thinking-partner
• Comfortable with not knowing, with failure, trusting process
• Empathetic, yet detached from outcome
• Courageous feedback-provider
• Supportive challenger
Similar to Lead by Letting Go: Launching Success in a Time of Change (20)
Final session of executive session at the Kellogg Graduate School of Management's Allen Center program "Leading into the Future." http://www.kellogg.northwestern.edu/execed/programs/century.aspx
Tighter Ties: The Future of Work, Higher Education, and Professional DevelopmentTerri Griffith
Presentation for the Global Workshop on Freelancing and Independent Professional Research, 26-27th Nov 2015. Universities, organizations, and workers -- working together to create effective lifelong learning.
New Faculty Workshop -- Research InfluenceTerri Griffith
Presentation to the new faculty of Santa Clara University. Focus on how to help get their work noticed, and how to help their journals help them... get their work noticed.
Presented as part of a panel session at the 2015 Hawaii International Conference on Systems Sciences (HICSS-48). Panel topic: The role of technology and automation in modern service systems
Leading Without Formal Authority -- By Using DataTerri Griffith
Success in today's fast-paced environments requires that we all lead, whether or not we have the formal authority. Our goals, roles, and colleagues change more quickly than in the past and this pushes us to develop strategies of influence that work clearly and quickly. In this session, we will develop a data-focused approach to direct and coordinate your human, technical, and organizational resources -- we need all three! -- through "light-weight" experiments. Whether you have two minutes or a whole business cycle, you can use data to lead.
IBM Research Distinguished Speaker Series 2014. (Some notes included.) How can we improve work with the power of analytics? IBM’s Analytics website describes the success AAA of Northern California, Nevada, and Utah had in their compensation area (“what if” modeling was used to assess different sales compensation strategies against past data.) Tacit, acquired in 2008 by Oracle, used email and other work products to identify expertise where the experts were not always even aware of their own value, and to link people unaware of the value their being connected could provide. These are relatively rare examples of the power of analytics being turned inward on work. Using frameworks from substitutes for leadership (e.g., feedback from the work itself, technology support -- Kerr & Jermier, 1978; Jermier & Kerr, 1997) and organizational behavior more generally, I will offer a framework suggesting where analytics has the opportunity to complement our ability to lead by letting go -- to let go of work practices that made sense before we had the opportunity to work with the power of vast, varied, and dynamic data.
SYSTEMS SAVVY: THEORY, MEASUREMENT, and IMPACTTerri Griffith
Presentation at the 2014 Academy of Management Meetings. Systems savvy is the ability to grasp possible functions of technology tools and organizational processes and how these might be meshed to best effect. This is the academic work underlying the book, The Plugged-In Manager.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
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Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
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Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
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Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
54. Our Vision
MentorNet envisions a diverse
21st Century STEM workforce in
which all citizens contribute to
innovation and experience prosperity
55. 92% of MentorNet’s
Protégés graduate!
And 50% explore job opportunities
with their Mentor’s company
MentorNet.org
56. Peer Roles Across Career Stage
Kathy Kram & Lynn Isabella
Special
Work /
Family
Competence Reassess
Reviewing
Past
Collegial
Defining
Roles
ID Ops Wisdom Consulting
Information Learning Visibility Networking
Maint. Of
Knowledge
Establishment Advancement Middle Late
How many of you enjoy TED talks? …this isn’t one. It’s longer than 18 minutes and it will have questions and hopefully answers. I’ll be asking you for some short answers throughout the talk, and then we’ve left 10 minutes for Discussion at the end.
Let’s start with the issue of Change. How many of you have changed jobs in the last 2 years?
Old styles of leadership are limited in these environments – and this graph is showing that we have problems. Now I show this graph not because I think tech companies in India are Leading by Letting Go, I don’t know, but I suspect they are leading more traditionally, but they are also at a different stage in their organizational evolution.
http://blog.linkedin.com/2014/03/10/getting-more-women-in-stem-our-partnership-with-mentornet/
“Methodological details: The results of this analysis represent the world as seen through the lens of LinkedIn data. As such, it is influenced by how members chose to use the site, which can vary based on professional, social, and regional culture, as well as overall site availability and accessibility. These variances were not accounted for in the analysis.
Keen observers will note that there is no field for gender on the LinkedIn profile. We have inferred the gender of members included in this analysis by classifying first names. Members whose gender could not be inferred based on their first names weren’t included in the analysis.
We analyzed information stored in the education field of the profile and focused on members who held bachelor’s degrees in fields related to computer science, software engineering, electrical engineering and computer science (EECS), computer application, and computer engineering. Members who did not provide a completion date for their degree weren’t included in the analysis.”
I’m going to tell you a secret… It’s rare that I get to give this talk this way. The language around “Lead by Letting Go” makes many people nervous.
Instead, I’m often asked to give this talk. This is a great talk too, if I do say so myself, but it seems to be predicated on the idea that “letting go” looks like:
..in the context of my current research and book project and in light of what I’m seeing in industry. It’s not that we’re letting go, it’s more that we may use a lighter touch
– as is true in many different fields. Pros rarely take a “death grip” – instead, they lightly control. And the data supports this – especially as we integrate technologies into how we do our work.
Letting go of a perfectly good airplane
https://www.flickr.com/photos/soldiersmediacenter/397629064 “At a zero angle of attack, better known as a “No Lift Dive,”
Sgt. 1st Class Cheryl Stearns, from the U.S. Army Parachute Team Golden Knights, holds her position to build enough air
speed to execute the “style set” in a competitive amount of time. This photo appeared on www.army.mil.”
Or letting go of control
https://www.flickr.com/photos/jamesbondsv/8643220891/
Instead, I’m thinking about building and then launching something great
Helping someone or something get strong, and then letting it loose
https://www.flickr.com/photos/deepwaterhorizonresponse/4731238723/
Letting go of your fashion sense when there are rainbows out and letting go of the idea that a meeting has to happen in a room. This was a walk and talk meeting in the foothills.
Or know when it’s time to actually let go and exit
https://www.flickr.com/photos/nocash/525947230/
All of my versions of “letting go” show wisdom rather than reckless abandon or reckless driving.
My examples are also about what you should hold on to. Sean D. Tucker is Oracle’s aerobatic pilot. I had the pleasure of meeting him last summer as he talked to a
group of new hires about respect. He pointed out that in his line of business if you don’t have respect for some of the rules,
you don’t make it. I think of this as the wisdom to hold tight to:
Things like your performance standards, your values, your relationships… and the laws of physics.
So here’s to the organizers of today’s event and their courage to let us think about Lead by Letting Go, than a perhaps more watered down version.
Let’s cover examples of how others lead by letting go.
Let’s set the stage. I’m asking you to believe that the world is changing. But it’s not just me: Maynard Webb, past president of technology and coo of Ebay, CEO of LiveOpps gives us a clear view of the future of work.
Based on how work is becoming more fluid and entrepreneurial
In general, be the CEO of Your Own Destiny. Basically, be an active participant in the work, lead, learn, and mentor activities we will be talking about – no matter what your formal role.
Sarah Rosso – Automattic Global Services Manager. Automattic brings us WordPress. Automattic let go of, well, they never really were holding on to many of the things they do that are unique. They are perhaps best known for being a virtual company – you work from where you’d like, with some meetings throughout the year. They do trial project to hire – why not? And they have 140 internal blogs so the work still all makes sense – they work in public. They’ve let go of their walls, but they hold tight to their performance standards and their communication.
Letting go of work location doesn’t always work. You may remember that Yahoo made the news when Marissa Mayer pulled their telecommuting employees back into the office.
Some had been taking advantage of the system, but the public statement was that to be innovative you have to be face to face.
Research and other examples don’t support that – but it’s an example of holding on to perhaps the wrong thing – or perhaps the right thing at the right time:
Yahoo was in the middle of a big set of shifts and make this was the time to hold tight to people’s physical connection to the company. Time will tell. https://www.flickr.com/photos/yodelanecdotal/2732358363/
Zappos is one of the best online retailers. Yet, they’ve let go of formal job titles, performance reviews, and now job postings.
So far so good, but this is an example I’d love to learn more about.
Intuit makes TurboTax, Quicken, Quickbooks and many other tools for small companies. In 2007, founder Scott Cook realizes he’s not Steve Jobs
that he’s not going to have all the great innovations the company needs come from his own head – but that he does have an amazing organization with amazing ideas.
Meets with Claudia Kotchka of P&G and then Kaaren Hanson as part of a process that leads to innovation catalysts. They let go of heavy handed research and development.
http://www.careinnovations.org/uploads/the-innovation-catalysts.pdf
These ideas are drawn from my last book, The Plugged-In Manager. There I focused on the building blocks of people, technology, and organizational process – the key ideas being that you start with those building blocks,
then stop and look at what you already have or could easily get, mix your dimensions through a process that looks like negotiation, and then listen to the results and repeat.
This is the preparation that gives you the ability to let go.
For example, as we look at work, who is working and where do they need to be? Where can routine be moved from a human to a technology, where can a more creative data-based process be added?
Zappos doesn’t just let go of traditional HR practices, but builds in others by extreme education and focus on how work gets done. They don’t do annual performance appraisal, but they do provide feedback all the time. Intuit doesn’t just let go of formal R&D, but builds in new roles and resources so that the whole organization can participate in innovation.
Let’s make this personal…
Hold tight to high work standards, but (pick one)
Let go of
One meeting
One Day in the Office
One job Boundary
Or? What might you let go of?
Put together the people, the process, and the technology, then let go.
If you’ve already done this – please apply to the 2014 SuperNova Awards. Disruptive uses of technology around the Future of Work.
Let go of artificial structures. Don’t wait. What she says about people can also be extended back to the idea about working in public. The more we do work that
Has automatic, immediate feedback, the better off we all are.
LEAD
Highlight the goal and make sure it matches the customer’s needs. Provide the resources to get the work done.
FOLLOW
Follow as in pay attention and coach.
Get out of the Way
“On the day of the event, they’re going to be the ones on the field.” You can’t be an expert in everything, so hire people smarter than yourself and step out of the way.
http://terrigriffith.com/blog/lead-follow-and-get-out-way-leadership-supports-final-four
Look at the people you’re hiring, the tasks that they’re doing and the feedback working on those tasks provides.
In this instance my colleagues and I have new research coming out that specifically addresses tradeoffs that can be made in leadership. We can let go of face-to-face leadership if the work itself is providing feedback, if the people doing the work are good a communicating with their leaders using technology and if the technology they use in their work can provide information that helps them learn better how to do their jobs.
Hold tight to your responsibilities to find the right people, get them resources, and be a coach along the way.
Let go of one routine, one piece of artificial feedback, one way you hold position where you don’t need to.
Training wheels are great. A helmet and shoes might be even better, but work to build something great, then let go.
https://www.flickr.com/photos/dottiemae/5393326849/
Learning is certainly a topic near and dear to my heart, and we have much to let go of.
I’d like to let go of my campus walls – and today, we are.
Daphne Koller and the team at Coursera (or Udacity, Udemy, EdX…) have also let go of campus walls, and in the case of Coursera, tuition.
I’m also expecting that we will need to let go of the idea of “terminal degrees.”
Instead, we’ll look for lifelong learning and an expectation that it will be both deep and broad.
http://www.businessinsider.com/google-hiring-non-graduates-2013-6
Who are your people? What do they need to know and what is the best way to learn it? What’s the best way to know that people have specific knowledge, skills, and abilities? Is a classroom experience really our best way? The answer isn’t just online or classroom, but it’s some combination of people, process, and technology that is adapted over time and for your situation.
I’m certain we can let go of lectures.
I’m pretty sure we can let go of many formal degree requirements
But we must hold tight to supporting knowledge, skills, and abilities.
Put together the people, the process, and the technology, then let go.
My last topic for today: What might we let go of as we mentor?
First, let’s talk about the context of mentoring.
Nilofer Merchant talks about Onlyness. Onlyness is the unique value we each bring to a situation. Born of our experience, perspective, and our vision.
Onlyness is of value to your work, to your leadership, to your learning, and to your mentoring.
We all have something to offer.
http://www.slideshare.net/missrogue/11-rules-for-the-social-era-book-by-nilofer-merchant
Recall this data that we started with:
Mentoring is an area where we can leverage our onlyness using people, technology, and process.
I suspect many of you will be mentoring here today. We can mentor newcomers, peers, and up the ladder.
http://blog.linkedin.com/2014/03/10/getting-more-women-in-stem-our-partnership-with-mentornet/
“Methodological details: The results of this analysis represent the world as seen through the lens of LinkedIn data. As such, it is influenced by how members chose to use the site, which can vary based on professional, social, and regional culture, as well as overall site availability and accessibility. These variances were not accounted for in the analysis.
Keen observers will note that there is no field for gender on the LinkedIn profile. We have inferred the gender of members included in this analysis by classifying first names. Members whose gender could not be inferred based on their first names weren’t included in the analysis.
We analyzed information stored in the education field of the profile and focused on members who held bachelor’s degrees in fields related to computer science, software engineering, electrical engineering and computer science (EECS), computer application, and computer engineering. Members who did not provide a completion date for their degree weren’t included in the analysis.”
Let’s start with the data
But in 10 years – 50% will have left STEM, but mentoring can change this.
Technology and our changing perspectives provide great leverage for the power of mentoring.
I’m on the advisory board of MentorNet. This is an organization that has been around a long time and will be relaunching in Sept with a new more social platform.
Key to their perspective is to hold tight to the idea of mentoring, but to let go of the idea (this is my version) that it’s always for life.
MentorNet engagements are shorter and more structured that many other approaches to mentoring – and they work
MentorNet is partnering with these great organizations – and thank you to them all.
Not all mentors and not all peers are the same
http://www.bu.edu/sph/files/2012/01/Kram_Mentoring-Alternatives.pdf
Hold tight to the commitment to mentor
…but let go of the idea that it has to have the high hurdler of a lifelong commitment or organizational sponsorship.
Put together the people, the process, and the technology, then let go.
We’ve done some good work together – and now I’d like to let go of the agenda. What questions do you have for me, or for others in the audience?
To close: Hold tight to your performance standards, your relationships, the value of education, and the laws of physics.
https://www.flickr.com/photos/drainrat/13184214033
Today, commit to let go of at least one constraint that is limiting your success and share with me, share with all of us, how it goes.