Andy Nellis, Managing Director, interviews Chris Lever, co-founder of Teleios Consulting, a groundbreaking change leadership consultancy and partner of Cognition24.
- Committed to deliver admits disruption
- Agile is buzzword. Here‘s what it comes down to
- Five lessons from agile transformations in 2020
- Action recommendations
- Committed to deliver admits disruption
- Agile is buzzword. Here‘s what it comes down to
- Five lessons from agile transformations in 2020
- Action recommendations
How do we develop & action a strategy in times of rapid change, constant disruption and uncertainty?
Is it even important to have a strategy when everything changes all the time?
How do I build uncertainty into my strategy?
How do I prepare my organisation for this?
This presentation was given by Roger Garrini of Selex ES (and also a Governance SIG committee member) to delegates at the APM Governance SIG's autumn conference entitled "Achieving change successfully - why good governance matters". This conference took place on 1st October 2015 in London.
INSTITUTIONAL FUNDING AND FUNDING MODELS DURING & AFTER COVID-19MzN International
Broad update on Institutional Funding Opportunities
What are their priorities and strategies?
What does that mean for funding strategies?
What to do now?
Spark Toronto 2018 - Canada's Free Agents - Helen DanielsSpark Canada
In 2016, Natural Resources Canada launched a pilot to test a new cloud-based model for workforce mobilization and Canada’s Free Agents was born with an initial 10 employees. Today we have scaled to almost 60 Free Agents across three federal departments.
Our model offers employees who have been pre-screened for innovation attributes the freedom to find work that matches their skills and interests AND supports managers to rapidly hire those employees in a low-risk manner, in order to fulfill their short-term project needs.
Join Helen to hear stories of success and failure from our experiment in employee autonomy, mobility, and system change.
ELF14 Keynote Chris Jansen University of CanterburySmartNet
Education Leaders Forum - Enhancing Learning Culture, 21&22 August 2014 Christchurch
A road map for leading change. How do I build engagement and motivation across our whole organisation?
As organizations seek their footing in a turbulent business environment, they require strong leaders at the helm. The rapid changes associated with digital disruption can be disorienting, so many of us assume the leadership handbook must be completely rewritten for the digital age.
Is it possible the leadership challenges of the digital world are more the same than different but we are overly focused on what’s different because we are so alarmed by the threats to the status quo?
21 Critical Questions to Ask before Change ManagementCatherine Adenle
This presentation contains 21 critical questions to ask before change management. Before implementing a major change in an organization, to have clarity and a water-tight road map for change, certain critical questions must be asked and answered first. For change to be successful and for it to take hold, rushing into a major change without answering these 21 critical questions to ask before change management will certainly derail the change. These 21 critical questions will help all change agents, experienced and inexperienced, to plan a change in a well structured manner.
Organisational Change Management expert Esther De La Cruz and Mohit Sharma, Mindfields provide four powerful, yet practical and easy to implement steps for successfully managing IPA driven change in your organisation.
[Whitepaper] The 8 Most Critical Levers to Managing and Sustaining ChangeFlevy.com Best Practices
More information: https://flevy.com/browse/flevypro/8-levers-to-change-management-3847
Change Management necessitates engaging and rallying people at all levels in the organization transition to a desired future. It is critical to ensure that the entire workforce is eager and ready to embrace the required new behaviors. More often than not, the technical side of a Change initiative is well planned, but it's the implementation part that fails—particularly, changing the mindsets and behaviors of the entire workforce to enable Change to stick.
Change Management needs to focus on the "people side" of Transformation, by assisting people to incorporate new mindsets, processes, policies, practices, and behaviors. This deck highlights the 8 levers that are critical to make the workforce accept and support Change:
1. Defining the Change
2. Creating a Shared Need
3. Developing a Shared Vision
4. Leading the Change
5. Engaging and Mobilizing Stakeholders
6. Creating Accountability
7. Aligning Systems and Structures
8. Sustaining the Change
The slide deck also includes some slide templates for you to use in your own business presentations.
Time to join the revolution: Agile change in financial servicesAccenture Insurance
Agile change has always been a priority for financial services organizations. However, in today’s rapidly evolving digital world, it is now clear that they must make it a critical capability to survive and thrive. Applying agile end-to-end business change increases the speed to benefit, and impacts every aspect of a business from customers and employees to organization and processes. Making change their core competence will help FS firms find new ways of serving customers and creating value. This report spells out what is needed to succeed with agile, and proposes five culture-related steps FS firms can take to improve their organization agility
Innovation Leadership Courses - MIT ID InnovationPankaj Deshpande
Want to learn Innovation? Then enroll yourself for Innovation Leadership Courses that are carefully crafted for businesses, their leaders, entrepreneurs, etc. Join Now.
To know more details, visit : https://mitidinnovation.com/recreation/the-modern-rules-of-innovation-leadership-courses/
With the benefit of hindsight, organizations that pushed ahead with their digital transformation programs during the pandemic now reflect on what went right, and what they might have done differently.
How do we develop & action a strategy in times of rapid change, constant disruption and uncertainty?
Is it even important to have a strategy when everything changes all the time?
How do I build uncertainty into my strategy?
How do I prepare my organisation for this?
This presentation was given by Roger Garrini of Selex ES (and also a Governance SIG committee member) to delegates at the APM Governance SIG's autumn conference entitled "Achieving change successfully - why good governance matters". This conference took place on 1st October 2015 in London.
INSTITUTIONAL FUNDING AND FUNDING MODELS DURING & AFTER COVID-19MzN International
Broad update on Institutional Funding Opportunities
What are their priorities and strategies?
What does that mean for funding strategies?
What to do now?
Spark Toronto 2018 - Canada's Free Agents - Helen DanielsSpark Canada
In 2016, Natural Resources Canada launched a pilot to test a new cloud-based model for workforce mobilization and Canada’s Free Agents was born with an initial 10 employees. Today we have scaled to almost 60 Free Agents across three federal departments.
Our model offers employees who have been pre-screened for innovation attributes the freedom to find work that matches their skills and interests AND supports managers to rapidly hire those employees in a low-risk manner, in order to fulfill their short-term project needs.
Join Helen to hear stories of success and failure from our experiment in employee autonomy, mobility, and system change.
ELF14 Keynote Chris Jansen University of CanterburySmartNet
Education Leaders Forum - Enhancing Learning Culture, 21&22 August 2014 Christchurch
A road map for leading change. How do I build engagement and motivation across our whole organisation?
As organizations seek their footing in a turbulent business environment, they require strong leaders at the helm. The rapid changes associated with digital disruption can be disorienting, so many of us assume the leadership handbook must be completely rewritten for the digital age.
Is it possible the leadership challenges of the digital world are more the same than different but we are overly focused on what’s different because we are so alarmed by the threats to the status quo?
21 Critical Questions to Ask before Change ManagementCatherine Adenle
This presentation contains 21 critical questions to ask before change management. Before implementing a major change in an organization, to have clarity and a water-tight road map for change, certain critical questions must be asked and answered first. For change to be successful and for it to take hold, rushing into a major change without answering these 21 critical questions to ask before change management will certainly derail the change. These 21 critical questions will help all change agents, experienced and inexperienced, to plan a change in a well structured manner.
Organisational Change Management expert Esther De La Cruz and Mohit Sharma, Mindfields provide four powerful, yet practical and easy to implement steps for successfully managing IPA driven change in your organisation.
[Whitepaper] The 8 Most Critical Levers to Managing and Sustaining ChangeFlevy.com Best Practices
More information: https://flevy.com/browse/flevypro/8-levers-to-change-management-3847
Change Management necessitates engaging and rallying people at all levels in the organization transition to a desired future. It is critical to ensure that the entire workforce is eager and ready to embrace the required new behaviors. More often than not, the technical side of a Change initiative is well planned, but it's the implementation part that fails—particularly, changing the mindsets and behaviors of the entire workforce to enable Change to stick.
Change Management needs to focus on the "people side" of Transformation, by assisting people to incorporate new mindsets, processes, policies, practices, and behaviors. This deck highlights the 8 levers that are critical to make the workforce accept and support Change:
1. Defining the Change
2. Creating a Shared Need
3. Developing a Shared Vision
4. Leading the Change
5. Engaging and Mobilizing Stakeholders
6. Creating Accountability
7. Aligning Systems and Structures
8. Sustaining the Change
The slide deck also includes some slide templates for you to use in your own business presentations.
Time to join the revolution: Agile change in financial servicesAccenture Insurance
Agile change has always been a priority for financial services organizations. However, in today’s rapidly evolving digital world, it is now clear that they must make it a critical capability to survive and thrive. Applying agile end-to-end business change increases the speed to benefit, and impacts every aspect of a business from customers and employees to organization and processes. Making change their core competence will help FS firms find new ways of serving customers and creating value. This report spells out what is needed to succeed with agile, and proposes five culture-related steps FS firms can take to improve their organization agility
Innovation Leadership Courses - MIT ID InnovationPankaj Deshpande
Want to learn Innovation? Then enroll yourself for Innovation Leadership Courses that are carefully crafted for businesses, their leaders, entrepreneurs, etc. Join Now.
To know more details, visit : https://mitidinnovation.com/recreation/the-modern-rules-of-innovation-leadership-courses/
With the benefit of hindsight, organizations that pushed ahead with their digital transformation programs during the pandemic now reflect on what went right, and what they might have done differently.
Are you a Digital Transformation leader? Can you create a high-performance strategy in the digital age? Have you got what it takes to avoid the tumbling barrels of distracting digital tactics, over hyped technology or the belief that your market is immune to disruption? Have you allocated the right resources to deliver a focused plan of transformation?
The Digital Change Agent's Manifesto: How the People Behind Digital Transform...Brian Solis
By Brian Solis
In a world where digital technology is evolving faster than organizations can adapt, it’s no secret that companies are investing in digital transformation and corporate innovation. But who is leading the charge? Often, it’s the individuals who share a deep expertise and passion for digital. And while these “digital change agents” are striving to bring change from within their respective group in the organization, they aren’t necessarily seasoned or trained at navigating the cultural dynamics that drive change throughout an organization.
With support and guidance from the C-Suite, change agents spread digital literacy, drive collaboration between silos, build internal bridges with executives, and help accelerate their organization’s progress across the “Six Stages of Digital Transformation.”
The Digital Change Agent’s Manifesto is the result of more than five years of research and 30 interviews with those who have led digital transformation initiatives within the world’s most renowned brands, including Coca-Cola, Equifax, FCC, NFL, Samsung, Starbucks and Visa, among many others.
Key Takeaways:
Although digital transformation is one of the biggest trends in business today and companies are investing heavily in new technologies and innovations, many still do so as a grassroots effort driven by expert individuals — digital change agents — across the organization.
Digital change agents are passionate about digital innovations and ardent believers in their potential to help the organization succeed — but are sometimes reluctant to step into a leadership or change-management role
Change agents can rise from anywhere in the organization and often begin as digital advocates — employees who introduce or promote new digital ideas or products — and can eventually progress to experienced transformers
To garner support across the organization, change agents quickly realize that they must acquire basic change-management skills if they are to secure cross-functional collaboration and leadership support
Without support, digital change agents may become disenchanted and lose moral and seek to take their expertise and passion elsewhere
Why ERP can mean big insights for small businessesVicky Bradford
Whatever business you’re in, there’s nothing quite like a three-letter techy acronym to strike fear into your and make you start counting the days till the weekend... or retirement.
Work life balance have you got yours in checkVicky Bradford
At the start of Stress Awareness Month, Rebecca Kelly, friend of Cognition24 and owner of Haelan Therapy, discusses work-life balance and the importance of taking time out for yourself.
Why empathy needs to be at the heart of every change management strategyVicky Bradford
When your organisation decides on a system upgrade or digital transformation, you’re asking people to make a big leap of faith as, inevitably, you’ll be forcing them to do away with many of their old, familiar work routines and imposing new workflows on them. A bit of empathy can go a long way to helping people come to terms with the change.
Of all the current technology buzzwords and expressions being made popular by IT sales people (cloud, artificial intelligence, internet of things… and so on) ‘big’ data is the one that often comes over as the most intimidating for smaller businesses.
I’ve seen many hideous sights since I’ve been working in consultancy. Office parties are often the most upsetting. Or possibly the mornings after the office parties. (Who knew anyone could do so much damage with a stapler?) But the worst – so bad, in fact, that I even hesitate to commit it to writing – and the ones you definitely shouldn’t tell your children about, are the businesses hooked on spreadsheets. It’s truly horrendous. And, believe me, there are way too many of them out there.
5 ways the insurance firms of the future will winVicky Bradford
A wide range of external forces are rapidly transforming the world of insurance, be that new technology, heightened customer expectations or changing regulation and compliance rules. You might not be able to control these, but you can control how you respond to them – and the decisions you make in the face of these changes will be critical. So here are some of the key challenges you need to tackle head-on if you’re planning to stay ahead of the game...
What SMEs can learn from the BA data breachVicky Bradford
When British Airways hit the headlines for all the wrong reasons this week, thanks to news of an impending £183 million fine for last year’s massive data breach, it showed in several ways why it’s more important than ever to take good care of your data.
Is your business still drowning in spreadsheets?Vicky Bradford
I’ve seen many hideous sights since I’ve been working in consultancy. But the worst – so bad, in fact, that I even hesitate to commit it to writing, are the businesses drowning in spreadsheets. And, believe me, there are way too many of them out there.
Creating an organisation that thinks and acts togetherVicky Bradford
“We’re facing the worst financial crisis of our history and we need to create and organisation that thinks and acts together rather than throwing explosive arguments across the fence”.
Financial stability flying your own F 16 fighting falconVicky Bradford
In our previous article, we looked at what business and finance could learn from an F-16 Fighting Falcon. With the future business climate uncertain, and many businesses searching for financial stability, we are looking for a way to respond to these challenges in an agile way, being adaptable to changing conditions. What we demonstrated in our previous article was that using the F-16 Fighting Falcon as an example, with its adaptability, agility, and resilience we can actively respond to the challenges we face.
Cognition24 and financial force a winning partnershipVicky Bradford
Cognition24 are delighted to announce their strategic partnership with FinancialForce. Built on the Salesforce Platform, FinancialForce automatically gives you and your team a complete, customer-centric view of your business. Financial Force aligns your sales, services, and finance teams around a single customer record.
Our customers nearly always come to us with a business or organisational need that isn’t neatly defined or packaged. In fact, sometimes the explanation of the challenge is just plain messy. Our job is to work in partnership with them to define and understand the underlying issue and then design solutions that are targeted and produce measurable results.
Growing your insurance business through a period of uncertaintyVicky Bradford
As the insurance industry undergoes a period of dramatic change, how are successful businesses dealing with the biggest disruptors and readying themselves for the future? Here, five insiders share their views.
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
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
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.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
LA HUG - Video Testimonials with Chynna Morgan - June 2024
Leadership for change why you need this and change management
1. Copyright 2020, Cognition24
www.cognition24.com
Leadership for change: why you need this and change management
Andy Nellis, Managing Director, interviews Chris Lever, co-founder of Teleios Consulting, a
groundbreaking change leadership consultancy and partner of Cognition24.
Questions covered in this lively debate include:
1. Despite a vast array of change management tools and practices available much change
fails to deliver, with programmes hitting predictable issues. How can leaders avoid these
traps and deliver the advantages and benefits?
2. How do leaders help people adopt the changes earlier and more effectively so that cost
savings and performance uplifts can be achieved?
2. Copyright 2020, Cognition24
www.cognition24.com
3. The WEF is calling for leaders to be able to navigate the uncharted waters of these
transformational times. Practically what does this mean and how do we do it?
4. Why do so many leaders become just the ‘sponsors of change’? Some seem to
effectively hand over the strategic direction and the management of change to
programme/project managers and other people outside of the senior leadership?
5. Does there need to be a new kind of leadership to make sense of and find good routes
through, Digital transformation?