This document provides information about a webinar on leadership sustainability presented by Dave Ulrich. It includes an agenda for the webinar with topics like the challenges of effective leadership, why leadership matters, developing a leadership brand, and factors for leadership sustainability. The webinar aims to help participants think about how leaders can create sustainable change, encourage them to act in ways that make a difference, and have an enjoyable learning experience.
Agile Everywhere!
Henrik Kniberg talks about how his journey implementing agile & lean methods at Spotify and Lego helped him apply agility in new & unexpected fields. Henrik will share his vision on how agility may evolve in the future and affect various areas of our lives.
About Henrik Kniberg
Henrik Kniberg is an Agile/Lean coach at Crisp in Stockholm, working primarily with Lego and Spotify. He enjoys helping companies succeed with both the technical and human sides of software development. During the past 15 years he has been CTO of 3 Swedish IT companies and helped many more get started with Agile and Lean software development.
Henrik is former board member of the Agile Alliance and works regularly with Mary Poppendieck, Jeff Sutherland, and other thought leaders. He is the author of “Scrum and XP from the Trenches” and “Kanban and Scrum, making the most of both” and “Lean from the Trenches“. These books are available in over 12 languages, have over 500,000 readers, and are used as primary guide to Agile and Lean software development by hundreds of companies worldwide. Henrik also created the viral animated videos “Agile Product Ownership in a Nutshell” and “Spotify Engineering Culture“.
How leadership of employees via Objectives and Key Results (OKR) speeds up th...die.agilen GmbH
The major players in the industry - such as Google, LinkedIn, Zalando, Red Bull, Oracle & Co. - demonstrate it. In modern enterprises, a modern and contemporary framework is used for personnel management - OKR (Objectives & Key Results). Are goal management and "New Work" opposites? OKR combines
both! We explain the method and the framework in detail and show why it is so successful in times of digital transformation - even or especially at EDEKA.
This is a presentation on the current state of Agile Coaching as a profession. It was used to illustrate the difference between consulting and coaching and list coaching competencies as well as Agile special focus areas. It graphically describes a possible career growth path using two complementary views. Included are lists of educational resources - tools, courses and books.
hafentalks #5 - André Häusling: "Mythos Agilität – über Sinn und Unsinn des a...hafentalks
Agilität ist aktuell als Begriff sehr präsent und verkommt zu einem Buzzword. In seinem Vortrag entmystifiziert André Häusling diesen Begriff und konkretisiert, wann Agilität für Unternehmen Nutzen liefern kann, und wann es auch Unsinn ist, als Unternehmen über eine Transformation hin zu agilen Arbeitsweisen nachzudenken. In einer kritischen Auseinandersetzung erzählt er aus der Praxis anhand von Unternehmensbeispielen über das Scheitern im Umgang mit Agilität. Neben dem Aufzeigen der typischen Fehler im Umgang mit agilen Managementansätzen, gibt er aber auch konkrete Impulse, sich konstruktiv dem Thema zu nähern und zeigt auf, wie Unternehmen agile Methoden erfolgreich implementieren können.
Die OKR-Methode: Ziele setzen wie im Silicon ValleyPerdoo
OKR (Objectives & Key Results) ist eine Management-Methode für das Setzen, Messen und Verknüpfen von Zielen im Unternehmen.
OKR geht zurück auf den damaligen Intel-CEO Andrew Grove. In den 1970ern verwendete dieser den Begriff „Objectives and Key Results“ erstmalig in seinem Buch „High Output Management“ und führte die Methode bei Intel ein. Schnell erlangte sie eine gewisse Bekanntheit, bis ihr Google im Jahr 1999 zum Durchbruch verhalf. Noch heute wird OKR als Geheimnis hinter dem beispiellosen Erfolg von Google gesehen.
Inspiriert von Google wendeten fortan auch Silicon-Valley-Firmen wie LinkedIn, Zynga und Oracle die Methode mit firmeneigenen Tools an. Inzwischen nutzen immer mehr etablierte KMU und Großkonzerne OKR als ein Mittel für Innovation und digitale Transformation.
Richtig eingesetzt unterstützt OKR Unternehmen aller Größen und Branchen darin, bessere Entscheidungen zu treffen, Mitarbeitermotivation zu steigern und ambitionierte Ziele zu erreichen.
Perdoo (www.perdoo.com) ist eine einfache, smarte und flexible Goal-Management-Plattform, die es Unternehmen ermöglicht, OKR schnell und erfolgreich zu implementieren.
Although we have been using Agile mindset and processes tactically, when it comes to strategy and goal setting the waterfall command&control mindset is still the norm.
Most organizations are still using an annual, waterfall, top-down process to create a static set of goals that conflicts directly with Agile. The process is even called "cascading goals" - you can't get more waterfall than that.
Agile Everywhere!
Henrik Kniberg talks about how his journey implementing agile & lean methods at Spotify and Lego helped him apply agility in new & unexpected fields. Henrik will share his vision on how agility may evolve in the future and affect various areas of our lives.
About Henrik Kniberg
Henrik Kniberg is an Agile/Lean coach at Crisp in Stockholm, working primarily with Lego and Spotify. He enjoys helping companies succeed with both the technical and human sides of software development. During the past 15 years he has been CTO of 3 Swedish IT companies and helped many more get started with Agile and Lean software development.
Henrik is former board member of the Agile Alliance and works regularly with Mary Poppendieck, Jeff Sutherland, and other thought leaders. He is the author of “Scrum and XP from the Trenches” and “Kanban and Scrum, making the most of both” and “Lean from the Trenches“. These books are available in over 12 languages, have over 500,000 readers, and are used as primary guide to Agile and Lean software development by hundreds of companies worldwide. Henrik also created the viral animated videos “Agile Product Ownership in a Nutshell” and “Spotify Engineering Culture“.
How leadership of employees via Objectives and Key Results (OKR) speeds up th...die.agilen GmbH
The major players in the industry - such as Google, LinkedIn, Zalando, Red Bull, Oracle & Co. - demonstrate it. In modern enterprises, a modern and contemporary framework is used for personnel management - OKR (Objectives & Key Results). Are goal management and "New Work" opposites? OKR combines
both! We explain the method and the framework in detail and show why it is so successful in times of digital transformation - even or especially at EDEKA.
This is a presentation on the current state of Agile Coaching as a profession. It was used to illustrate the difference between consulting and coaching and list coaching competencies as well as Agile special focus areas. It graphically describes a possible career growth path using two complementary views. Included are lists of educational resources - tools, courses and books.
hafentalks #5 - André Häusling: "Mythos Agilität – über Sinn und Unsinn des a...hafentalks
Agilität ist aktuell als Begriff sehr präsent und verkommt zu einem Buzzword. In seinem Vortrag entmystifiziert André Häusling diesen Begriff und konkretisiert, wann Agilität für Unternehmen Nutzen liefern kann, und wann es auch Unsinn ist, als Unternehmen über eine Transformation hin zu agilen Arbeitsweisen nachzudenken. In einer kritischen Auseinandersetzung erzählt er aus der Praxis anhand von Unternehmensbeispielen über das Scheitern im Umgang mit Agilität. Neben dem Aufzeigen der typischen Fehler im Umgang mit agilen Managementansätzen, gibt er aber auch konkrete Impulse, sich konstruktiv dem Thema zu nähern und zeigt auf, wie Unternehmen agile Methoden erfolgreich implementieren können.
Die OKR-Methode: Ziele setzen wie im Silicon ValleyPerdoo
OKR (Objectives & Key Results) ist eine Management-Methode für das Setzen, Messen und Verknüpfen von Zielen im Unternehmen.
OKR geht zurück auf den damaligen Intel-CEO Andrew Grove. In den 1970ern verwendete dieser den Begriff „Objectives and Key Results“ erstmalig in seinem Buch „High Output Management“ und führte die Methode bei Intel ein. Schnell erlangte sie eine gewisse Bekanntheit, bis ihr Google im Jahr 1999 zum Durchbruch verhalf. Noch heute wird OKR als Geheimnis hinter dem beispiellosen Erfolg von Google gesehen.
Inspiriert von Google wendeten fortan auch Silicon-Valley-Firmen wie LinkedIn, Zynga und Oracle die Methode mit firmeneigenen Tools an. Inzwischen nutzen immer mehr etablierte KMU und Großkonzerne OKR als ein Mittel für Innovation und digitale Transformation.
Richtig eingesetzt unterstützt OKR Unternehmen aller Größen und Branchen darin, bessere Entscheidungen zu treffen, Mitarbeitermotivation zu steigern und ambitionierte Ziele zu erreichen.
Perdoo (www.perdoo.com) ist eine einfache, smarte und flexible Goal-Management-Plattform, die es Unternehmen ermöglicht, OKR schnell und erfolgreich zu implementieren.
Although we have been using Agile mindset and processes tactically, when it comes to strategy and goal setting the waterfall command&control mindset is still the norm.
Most organizations are still using an annual, waterfall, top-down process to create a static set of goals that conflicts directly with Agile. The process is even called "cascading goals" - you can't get more waterfall than that.
OKRs can be used in any company, with any team size and there really is no downside for having clear goals. The methodology helps people be more productive and focused.
Présenté par Marion Benard, Shannon Vettes et Audrey Portron le 21 septembre 2022 à Agile en Seine
Rencontrez BlaBlaCar, la 1ère licorne française qui vous partage comment d’une start-up née agile elle réussit à scaler avec comme facteur clé de succès, sa culture.
Miriam McCallum of McCallum Associates explains how to use NLP in business in a presentation made to the Newbury Business Group in West Berkshire, UK in July 2009
Warum das OKR-Modell das SEO/Content Marketing Standing im Unternehmen verbes...Ekaterina Budnikov
Mit dem OKR-Modell, einer agilen Management-Methode, schafft man es, seine Unternehmensziele gemeinsam mit allen Mitarbeitern aufzustellen und zu erreichen, sodass jeder seinen Teil dazu beitragen kann. Mit einer Fokussierung auf bestimmte Oberziele kann man auf diese hinarbeiten und Dinge wie Content-Bestellung oder Content Marketing können besser gerechtfertigt werden. Das SEO-Standing kann im Unternehmen insgesamt erhöht werden und die Transparenz von Kennzahlen und Maßnahmen steht im Vordergrund.
'How do you know that your product works?': Henrik Kniberg @ Colombo Agile Co...ColomboCampsCommunity
Quality Assurance is a common source of confusion in agile development. What is ‘quality’ and how do we ‘assure’ it? There’s more to it than just putting testers on the team. How do we know that we’re even building the right product? How do we avoid building up technical debt? When is it right to sacrifice quality? What is the right level of test coverage? In this presentation, Henrik looks at some common problems, patterns and misconceptions about agile quality assurance
Agiles Zielmanagement und modernes Leadership mit Objectives und Key Results ...die.agilen GmbH
Klassisches Zielmanagement ist längst an seine Grenzen gekommen. Jahreszielgespräche und jährliches Zielplanung sind in Zeiten der digitalen Transformation nicht mehr wirksam. Bereits 47 Jahre alt, aber erst jetzt in den letzten Jahren wirklich populär geworden, revolutioniert Objectives & Key Result (OKR) die Welt des agilen Zielmanagements. Bei Intel erfunden und durch Google groß und bekannt geworden, verwenden OKR mittlerweile gleichermaßen StartUps, KMUs und große Konzerne wie beipielsweise Daimler, BWM oder Merck. Was aber macht OKR genau aus und wie funktioniert agiles Zielmanagement? Wie kann man als Unternehmen mit OKR starten und was gilt es zu beachten? Das und vor allem viele reale Beispiele machen den kurzweiligen und inspirierenden Vortrag aus.
The hybrid workplace model is a type of work environment that combines aspects of remote working and in-office working. In this workplace, all employees have the freedom to choose where and when they work, dividing their time between working from home.
Visit: https://app.wurkr.io/public/user-signup
Unlocking the Challenges of Change Keyshop Summary - May 2022Tim Creasey
Summary of Tim Creasey's Keyshop "Unlocking the Challenges of Change" for leaders looking to deliver more successful change with and through their people.
Traditional vs Lean Portfolio Management, Agile PMO & OrganisationsBarry O'Reilly
This deck showcases how the future can look for organisations as they attempt to scale up agile and lean practices and principles across the entire organisation.
Regardless if we have entered to do project/programme/portfolio work, once onsite I find it is a great way to introduce the wider organisation to the ideas that we use to deliver and how they can support all areas and activities in the organisation.
Key concepts;
- How traditional PMO and organisation are setup
- Legacy mindset for are alive and still driving the majority of portfolio/organisation behaviours
- Comparisons of traditional and agile/lean mindsets
- Principles of agile/lean portfolio/organisation management
- Organisational structure
- Annual vs Incremental funding (Beyond Budgeting)
- Limiting Work in Progress i.e. its only matters how many projects you finish, not start.
- Managing and visualising capability
- Coping with portfolio complexity through experimentation and validated learning
- Removing the concept of projects and focusing on continuous delivery of value
- Benefits of agile/lean portfolio/organisation management
This deck was compiled using referenced materials and the support of David Joyce (@dpjoyce) and Ian Carroll (@caza_no7)
In reaction to the current climate, many organisations have pushed pause on workplace learning programmes. But in reality, we cannot afford to put capability building on hold. Businesses are facing company-wide transformations or at a very minimum, re-skilling at business unit level in order to rebound and thrive in ever-changing markets.
Research shows that companies with effective capability-building programmes as an integral part of business transformation projects have higher rates of success than companies without. So how do you equip your marketing, sales and product management teams to maximise their commercial capabilities for a sustainable competitive advantage?
Horizontal vs Vertical Career Pathing: How to Make Promotions WorkBizLibrary
Receiving a promotion is the epitome of an employee’s growth and success, but many companies are misusing promotions. As high performers reach their peak, they’re being promoted to managers solely based on performance. This type of career pathing is creating a domino effect in companies. The newly promoted managers often do not have the skillset to manage, therefore their employees become disengaged and your bottom line starts suffering more and more. How can we stop this domino effect from happening?
Join Tiffany Kummer from BizLibrary as she explains her strategy for career pathing using two different approaches, vertical and horizontal. Not everyone is meant to manage (or wants to), and that is okay. Tiffany will show you how you can still advance your high performers without putting them and your company in an unfavorable position.
Grit to Great You’re Stronger Than You ThinkSeta Wicaksana
“Grit, in a word, is stamina. But it’s not just stamina in your effort. It’s also stamina in your direction, stamina in your interests. If you are working on different things but all of them very hard, you’re not really going to get anywhere. You’ll never become an expert.”
Angela Duckworth
IDC overviews latest digital workplace research and insightsnexthink
IDC’s Angela Salmeron (Associate Research Director, European Future of Work) overviewed the latest research and trends in digital workplace and transformation as we transition to a future of work centred on supporting a hybrid working culture.
OKRs can be used in any company, with any team size and there really is no downside for having clear goals. The methodology helps people be more productive and focused.
Présenté par Marion Benard, Shannon Vettes et Audrey Portron le 21 septembre 2022 à Agile en Seine
Rencontrez BlaBlaCar, la 1ère licorne française qui vous partage comment d’une start-up née agile elle réussit à scaler avec comme facteur clé de succès, sa culture.
Miriam McCallum of McCallum Associates explains how to use NLP in business in a presentation made to the Newbury Business Group in West Berkshire, UK in July 2009
Warum das OKR-Modell das SEO/Content Marketing Standing im Unternehmen verbes...Ekaterina Budnikov
Mit dem OKR-Modell, einer agilen Management-Methode, schafft man es, seine Unternehmensziele gemeinsam mit allen Mitarbeitern aufzustellen und zu erreichen, sodass jeder seinen Teil dazu beitragen kann. Mit einer Fokussierung auf bestimmte Oberziele kann man auf diese hinarbeiten und Dinge wie Content-Bestellung oder Content Marketing können besser gerechtfertigt werden. Das SEO-Standing kann im Unternehmen insgesamt erhöht werden und die Transparenz von Kennzahlen und Maßnahmen steht im Vordergrund.
'How do you know that your product works?': Henrik Kniberg @ Colombo Agile Co...ColomboCampsCommunity
Quality Assurance is a common source of confusion in agile development. What is ‘quality’ and how do we ‘assure’ it? There’s more to it than just putting testers on the team. How do we know that we’re even building the right product? How do we avoid building up technical debt? When is it right to sacrifice quality? What is the right level of test coverage? In this presentation, Henrik looks at some common problems, patterns and misconceptions about agile quality assurance
Agiles Zielmanagement und modernes Leadership mit Objectives und Key Results ...die.agilen GmbH
Klassisches Zielmanagement ist längst an seine Grenzen gekommen. Jahreszielgespräche und jährliches Zielplanung sind in Zeiten der digitalen Transformation nicht mehr wirksam. Bereits 47 Jahre alt, aber erst jetzt in den letzten Jahren wirklich populär geworden, revolutioniert Objectives & Key Result (OKR) die Welt des agilen Zielmanagements. Bei Intel erfunden und durch Google groß und bekannt geworden, verwenden OKR mittlerweile gleichermaßen StartUps, KMUs und große Konzerne wie beipielsweise Daimler, BWM oder Merck. Was aber macht OKR genau aus und wie funktioniert agiles Zielmanagement? Wie kann man als Unternehmen mit OKR starten und was gilt es zu beachten? Das und vor allem viele reale Beispiele machen den kurzweiligen und inspirierenden Vortrag aus.
The hybrid workplace model is a type of work environment that combines aspects of remote working and in-office working. In this workplace, all employees have the freedom to choose where and when they work, dividing their time between working from home.
Visit: https://app.wurkr.io/public/user-signup
Unlocking the Challenges of Change Keyshop Summary - May 2022Tim Creasey
Summary of Tim Creasey's Keyshop "Unlocking the Challenges of Change" for leaders looking to deliver more successful change with and through their people.
Traditional vs Lean Portfolio Management, Agile PMO & OrganisationsBarry O'Reilly
This deck showcases how the future can look for organisations as they attempt to scale up agile and lean practices and principles across the entire organisation.
Regardless if we have entered to do project/programme/portfolio work, once onsite I find it is a great way to introduce the wider organisation to the ideas that we use to deliver and how they can support all areas and activities in the organisation.
Key concepts;
- How traditional PMO and organisation are setup
- Legacy mindset for are alive and still driving the majority of portfolio/organisation behaviours
- Comparisons of traditional and agile/lean mindsets
- Principles of agile/lean portfolio/organisation management
- Organisational structure
- Annual vs Incremental funding (Beyond Budgeting)
- Limiting Work in Progress i.e. its only matters how many projects you finish, not start.
- Managing and visualising capability
- Coping with portfolio complexity through experimentation and validated learning
- Removing the concept of projects and focusing on continuous delivery of value
- Benefits of agile/lean portfolio/organisation management
This deck was compiled using referenced materials and the support of David Joyce (@dpjoyce) and Ian Carroll (@caza_no7)
In reaction to the current climate, many organisations have pushed pause on workplace learning programmes. But in reality, we cannot afford to put capability building on hold. Businesses are facing company-wide transformations or at a very minimum, re-skilling at business unit level in order to rebound and thrive in ever-changing markets.
Research shows that companies with effective capability-building programmes as an integral part of business transformation projects have higher rates of success than companies without. So how do you equip your marketing, sales and product management teams to maximise their commercial capabilities for a sustainable competitive advantage?
Horizontal vs Vertical Career Pathing: How to Make Promotions WorkBizLibrary
Receiving a promotion is the epitome of an employee’s growth and success, but many companies are misusing promotions. As high performers reach their peak, they’re being promoted to managers solely based on performance. This type of career pathing is creating a domino effect in companies. The newly promoted managers often do not have the skillset to manage, therefore their employees become disengaged and your bottom line starts suffering more and more. How can we stop this domino effect from happening?
Join Tiffany Kummer from BizLibrary as she explains her strategy for career pathing using two different approaches, vertical and horizontal. Not everyone is meant to manage (or wants to), and that is okay. Tiffany will show you how you can still advance your high performers without putting them and your company in an unfavorable position.
Grit to Great You’re Stronger Than You ThinkSeta Wicaksana
“Grit, in a word, is stamina. But it’s not just stamina in your effort. It’s also stamina in your direction, stamina in your interests. If you are working on different things but all of them very hard, you’re not really going to get anywhere. You’ll never become an expert.”
Angela Duckworth
IDC overviews latest digital workplace research and insightsnexthink
IDC’s Angela Salmeron (Associate Research Director, European Future of Work) overviewed the latest research and trends in digital workplace and transformation as we transition to a future of work centred on supporting a hybrid working culture.
How To Benefit From A Sustainable Business Mindset The Vector Group
Develop and effectively act on a sustainable business mindset to maximize value from your sustainable business efforts, wherever you are on your sustainability journey.
MANA - A Values Based Approach to Leadership and Sustainability - FILEX 2011Steven Renata
Explore the essence of MANA’, a Maori term describing integrity. Focusing on MANA’s core values of power, respect and humility, Steven Renat looks at case studies where
this emerging model of leadership has been applied. By reviewing the fitness industry and the challenges it faces, you’ll learn how everyone who works within our industry can benefi t from adopting this approach
In this year’s Salterbaxter MSLGROUP Directions Report, we are getting under the surface of the most significant movements, models and philosophies in sustainable business.
Joined by thought-leaders at the very cutting edge of their adoption and popularisation, we explore the context in which the movements has sprung up, from consumer pressure to the UN’s sustainable development goals.
Join the conversation on Twitter with the hashtag #SBDirections
Provides one way to overlay sustainability (people, profit, planet) elements onto a Balanced Scorecard (BSC) Strategy Map. Followed up by how to use the Communications Matrix to help plan your Outreach and Communications.
Do you understand your campus carbon inventory? Do you track and benchmark other sustainability metrics? In this month’s webinar, Sightlines experts will explore the fundamentals of campus sustainability metrics, including typical performance levels and carbon inventories for various institution categories. In a forum of peers, learn ways to establish and evaluate success in campus sustainability with the most relevant metrics, ask questions, and share your own experiences.
Getting started in sustainability webinar (08 15 11)219GreenConnect
Learn how your business can run more sustainably. Getting started is easier than you think with convenient programs from the Delta Institute such as a free initial audit and their green purchasing program.
How to Turn Times of Change and Uncertainty into Positive OpportunitiesBizLibrary
Gone are the days of someone working for one company for their entire career. According to the Bureau of Labor Statistics, the average person will change jobs 12 times before retiring. This increase in employee turnover can often be attributed to times of change and uncertainty in the workplace, like layoffs, restructuring, mergers and acquisitions, etc. Change in the workplace is inevitable, but it doesn't have to be seen as negative, and it certainly doesn't have to become a reason for talented employees to leave your company.
Join Daniel Binkholder and Derek Smith from BizLibrary as they discuss how times of change and uncertainty can become opportunities to move your workforce in the right direction. They'll explain how learning and development is key to alleviating some of the stress that change and uncertainty brings to employees and their organizations.
During this webinar, you'll learn:
- Why not being prepare during times of change and uncertainty is creating higher turnover
- How to use L&D successfully during times of change and uncertainty
- The proper ways to communicate to keep a strong workforce during times of change and uncertainty
Measurement tool strongly related to business results.
We wanted to create a dialogue-tool that is:
Easy to understand
Easy to use for effective dialogue
Easy to convert into action
To ensure optimal working conditions for direct reports.
To create effective leadership and followership.
Blended threads: Global leadership development at Coats Kineo
How does a large global manufacturing organization up skill it's front line and middle managers on core leadership skills? By finding the right blends of approaches and partners! Check out this presentation from Learning Solutions 2014 with Kineo's Cammy Bean and Coat's Gary Droghini.
Blended threads: Global leadership development at CoatsCammy Bean
How does a large global manufacturing organization up skill it's front line and middle managers on core leadership skills? By finding the right blends of approaches and partners! Check out this presentation from Learning Solutions 2014 with Kineo's Cammy Bean and Coat's Gary Droghini.
“From Stressed to Flourishing - simple ways leaders can transform wellbeing and outcomes at work”
The insatiable demand to get more from less, is producing worrying levels of stress in organisations. At least two recent reports reveal that stress is the major cause of sickness absenteeism, and that it is increasing; furthermore, there is disturbing evidence that stress among HR professionals is high.
We must find a better way of coping which does not damage the very human spirit required to meet the challenges of serving our communities.
The great news is that research has identified simple, common-sense leadership behaviours that, practised with authenticity, enable our people not just to survive, but to flourish!
Accelerating and improving the change experience (new design) v2Nick Murphy
Leading and managing change is becoming a critical 21st century capability. This presentation identifies the factors that contribute to successful change and offers achievable strategies and services to help organisations improve the change experience.
Greenwich Leadership Partners and Williston Northampton School presentation from NAIS Annual Conference 2015 on Strategy, Faculty Voice, and the Hard Work of Implementation.
On their way to build a world-class organization, PLN implement the Baldrige Criteria.
Here are my presentation on the Baldrige Awareness Program @ PLN Unit Pembangkitan Jawa Bali.
Webinar: Carving The Right Path - A Succession Planning Guide for Millennial...TalentView
Let’s talk about your Millennials and upcoming Gen Z leaders. Have you tried to tailor your strategy to the work styles and cultural environment that Millennials and Gen Z leaders wish to have as they move into leadership roles?
In this session, you will learn about:
1. The top key work styles & preferences of Millennials and Gen Z leaders
2. How to drive retention and loyalty within your organization
3. New ways to strengthen your learning & development initiatives
Watch the recording here: https://fb.watch/hgaJV8Zy0z/
For questions or clarifications, email us at inquiry@talentview.com.
Leaderonomics India Roundtable Sessions - Presentation SlidesRoshan Thiran
In February 2019, Roshan Thiran (Leaderonomics Group CEO) together with Parthiban Vijaraghavan and Riddhi Parikh (from Leaderonomics India) conducted roundtable sessions with India business leaders and HR directors in Hyderabad, Bangalore and also in Mumbai. Attached are the slides presented by both Roshan and also Parthi/Riddhi.
Similar to Leadership Sustainability: Seven Disciplines to Achieve the Changes Great Leaders Know They Must Make (20)
In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy.
Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS.
What Attendees Will Learn:
The steps and best practices on how to execute Strategic Workforce Planning in your organization.
How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business.
How to use the tool to identify current skill gaps and forecast future workforce needs.
Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans.
This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...Human Capital Media
Organizations are struggling to find skilled workers to fill jobs. Workers are struggling to stay up to speed on the skills they need to succeed in today’s labour market. Students are graduating with skills that are already obsolete. Despite this, there is massive voluntary turnover happening across industries as employees seek jobs that offer them education and growth opportunities. Businesses and educators today need to invest in workforce learning and development in order to stay relevant and prepared for a rapidly changing economy. Employers need to work with education institutions to recruit, develop, and retain lifelong learners who have the capacity and desire to upskill and reskill over the course of their careers.
In this webinar:
Explore the skills gap facing organizations today
Analyze the role of workforce and educators in solving the skills gap
Learn how to identify lifelong learners who will be able to upskill and reskill over time
Discover strategies for effectively rewarding and encouraging lifelong learning at your organization
What drives employee engagement across the globe? What can you do to meaningfully improve employee experience in your organization? Join Qualtrics Employee Experience Consultant Yesenia Cancel for a deep-dive into the 2020 Global Employee Experience Trends, a comprehensive study of 13K+ workers across 13 geographies. Through a mix of data insights and case studies, Yesenia will highlight insights to drive your people strategy in 2020 and beyond.
Learning objectives:
Deep dive into 3 key trends that can impact your people strategy in 2020
Hear how other HR leaders are gathering and acting on employee feedback
Learn proven strategies for empowering managers to act on employee feedback
2020 is the year that accelerates HR’s focus on supporting the changing nature of work. We see the convergence of trends in people analytics, employee experience and the race to embrace digital strategies in every industry. Nobody disputes that the future of work is being shaped by what many call the Fourth Industrial Revolution.
Join Paul Rubenstein, Chief People Officer, Visier and Ravin Jesuthasan, Author and Managing Director, Willis Tower Watson as they explore the role that HR leaders will play in supporting business and talent outcomes.
We will dive into the new expectations of HR’s capabilities around technology and people science and examine practical insights drawn from Willis Towers Watson’s new white paper HR4.0: Shaping People Strategies in the Fourth Industrial Revolution. This will include a discussion of case studies and experiments from organizations who are breaking new ground in the use of analytics, assessment science, talent management techniques and other practices as their HR functions shift from being stewards of employment to being stewards of work.
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDHuman Capital Media
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENTHuman Capital Media
Learning and development is critical to an organization, if you don't help the workforce learn and grow in their jobs and their roles, they're not going to be engaged in their positions. Join Ryan Rippy, Talent Management System Administrator at Trustmark Bank as he discusses the challenges of taking a manual process and automating it to achieve business goals and track performance across roles - using succession planning to create a talent pipeline for key positions and developing all associates along their journey.
By the conclusion of the webinar, you’ll leave with:
Ways to help your workforce be engaged in their jobs and be engaged as employees
The benefits a succession plan has to your organization and your employees
Effective LMS strategies to integrate talent modules
View successful metrics and how it begins with onboarding through performance management and into development
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENTHuman Capital Media
How do you know if your learning program is really working?
Proper course tracking and sharing of learning data can help organizations develop best practices for how organizations measure the impact of learning. When historically, tools and systems haven’t made it easy to access and correlate data in order to measure, finding the right combination of strategy and technology can help optimize learning results to increase performance and impact business outcomes across the entire organization.
In this webinar you will learn about:
Best practices for measuring and optimizing learning programs.
Learning tools that improve workflow efficiency.
Expanding L&D value across the enterprise to drive results.
In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace.
But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence.
Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat.
Impacts of Organizational Relevance include:
For the Individual:
Elevates their awareness of the needs of all groups within the organization
Broadens their visibility to the core operations in support of its’ needs
Creates improved job satisfaction and belonging
For the Organization:
Strengthens the working relationships across all disciplines and improves retention
Fosters Talent Development
Drives performance through common focus between individuals and groups
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLDHuman Capital Media
A volatile, uncertain, complex, ambiguous (VUCA) workplace requires a distinct set of leadership competencies: non-hierarchical influence, the ability to rapidly align across functions, creativity for drawing insights across domains, and most of all, “empathy,” the linchpin leadership skill in the modern workplace. Empathy allows us to imagine the world from different perspectives, unite across functions, generations, regions. Join Melissa Lanier of T-Mobile to learn about “The Agility Shift,” an award-winning leader development offering designed to equip people managers to thrive in an uncertain, complex, and ambiguous environment. The program, which will utilize cutting-edge virtual simulation technology, is designed to help leaders respond quickly and increase resilience by immersively preparing them for stressful encounters. Impact is measured on an individual, function and business level. Collectively, managers report learning how to “avoid tunnel vision,” "think on their feet," “respond rather than react” and embrace a positive mindset.
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMYHuman Capital Media
According to Bersin by Deloitte, only 33% of millennials believe their organizations are using their skills well, and 42% say they are likely to leave because they are not learning fast enough. Developing new knowledge, new skills and new abilities is critical to futureproofing your organization’s evolving talent needs. Additionally, assessing the abilities of your talent is essential to understanding the profiles of your employees and ensuring the right role is filled with the right ability. Whether employees need development or have mastered success, understanding the skill profile of your talent is critical to futureproof organizational growth and innovation. This session explores ways to fine-tune your talent’s abilities to perform their job duties as well as future ones.
Attendees of this presentation will have a clear understanding of:
Methods to assess the skills and abilities of your talent to ensure the right role is filled with the right employee.
Ways to incorporate development, skills assessments and succession planning into employee performance conversations.
How to create now the company culture you want to be then.
Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently.
In this webinar, you’ll learn:
The factors that could be contributing to your skill gaps, and how to find and address the root causes
How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
How to start uncovering your organization’s skill gaps with a formal assessment
How to use modern training methods to bridge skill gaps by upskilling your workforce
Behind every successful organization is a great team of leaders. But despite billions of dollars spent each year on leadership development programs most companies are still failing their next generation of emerging leaders. In fact, according to Gallup, 50% of attrition is due to poor managers––which makes that the biggest driver of employee disengagement.
So why are leadership development programs failing? And how can we fix it?
Join us for a live webinar where we discuss reasons these programs fail and how to keep your leadership development on track. We’ll explore:
How to identify who should be a leader in the first place
The big, pervasive problem with leadership development
What to do with great employees who might not be cut out for management
The best traits to bring out of your emerging leaders
And more!
Design Thinking is getting a lot of attention today, for many reasons. Innovation is the key to reinvention, which is the goal of organization’s who are looking to future-proof and define themselves as leaders in the Experience Economy. Join Kristin Shackleford for a practical discussion to review the core principles of Design Thinking, and walk away with insight around:
Why it’s important
Who should participate
How to create a culture of Design Thinking
Practical ways to get started driving creativity and innovation that will make a difference to your customers and within your organization
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019Human Capital Media
Traditional L&D isn’t obsolete, but it has become outdated. That’s why we collected data from nearly 800 workers, managers, and leaders from around the globe to gain some insights into where L&D and talent leaders can be more effective. The survey says…..L&D is falling short for the modern workforce. In fact, our respondents gave their employers an overall Net Promoter Score of -25 on their learning and development strategies. But many business leaders know this already. What they don’t know is how to fix it. The good news is that employees still love learning and they’re looking for organizational guidance. By honing in on the data and insights that impact how people — and companies — learn, you can make smarter investments in your most valuable assets: the skills of your people. Lucky for you, this event also includes a quick case study from Booking.com on how they are making this data come to life in their organization.
Register for this webinar to learn:
The difference between learning and acquiring new skills
How to apply hard metrics to your L&D strategy
How to align your employees’ learning goals with those of your larger company
How Polaris is putting the insights from the research to work at their organization
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...Human Capital Media
The war for talent is heating up and businesses are smart to consider qualified, passionate candidates from around the world.
That said, hiring and firing in countries other than the U.S. comes with interesting (and often surprising) challenges.
In the U.S., companies can hire quickly as business entities are already established. They can fire quickly as well, so long as the reason isn’t illegal.
What many executive teams overlook is that this efficiency isn’t the same when expanding and adding team members globally. Internationally, hiring without setting up a subsidiary is impossible. And the concept of at-will employment, where companies can let go of employees at any time, does not exist.
What does this mean for your international expansion plans and your business? What would normally be an uneventful employment action or termination in the U.S. could blindside your company in an international context.
Navigating the intricacies of country-specific labor laws can feel like a minefield of potential legal exposure, expensive litigation, and costly payouts. It’s critical to be prepared before you make the first international hire.
In this webinar, you’ll learn:
3 things every HR lead needs to know when it’s time to hire globally
Surprising facts about employment law and benefits packages in EMEA, APAC and more
What U.S.-based HR teams need to know about the termination process in key expansion countries (and real stories from international HR specialists on the ground)
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINARHuman Capital Media
Register for the webinar to hear:
From VP Proposition and Client solutions, Matthew Jackson about how organizations are driving the change needed for a competitive advantage.
Stephen Migliaccio, Director Global Provider Automation, share his thoughts on how HR technology and provider automation create a globally consistent employee experience.
James Knight, SVP Data and Analytics on how data and analytics is powering the future of HR.
Dont wait what 300 ld leaders have learned about building data fluencyHuman Capital Media
Data science and AI are impacting many industries globally, from healthcare and government to agriculture and finance. Everybody needs to be able to work with data the way everybody needed to start using email 20 years ago. As we wrote in Harvard Business Review, “Very few companies expect only professional writers to know how to write. So why ask only professional data scientists to understand and analyze data, at least at a basic level?”
But what value can data fluency actually add, what are best practices to build it into your organization, and what are the biggest challenges that businesses encounter in data-driven transformations?
To answer these questions and more, we conducted a survey of over 300 Learning and Development leaders from diverse industries including healthcare, technology, consumer goods, government, and finance. Join this webinar with Dr. Hugo Bowne-Anderson, a data scientist and educator at DataCamp, to find out what we discovered and what 300 L&D leaders have learned about building data fluency.
Learning Objectives:
What value can data fluency actually add?
What are the best practices to build data fluency in your organization?
What are the biggest challenges that businesses encounter in data-driven transformations?
As businesses become more technological (AI and robotics), there is a challenge and opportunity to, paradoxically, make them more human. The Business Roundtable talked about the importance of human stakeholders over just profit — but how close are we? Are those nice words? What would it take to make business and change more human? As a change, ethics and leadership expert with 40 years of experience, Paul Gibbons will talk us through conclusions from his new book “IMPACT.”
LEARNING OBJECTIVES:
1) Is the Fourth Industrial Revolution really "a thing?” What is it and what makes our time special?
2) What are the human implications of new technologies? Who will benefit? What is the potential harm?
3) What can workplaces and leaders do to equip themselves for these workplace transformations (future of work)?
Courage (noun): the mental or moral strength to venture, persevere, and withstand danger, fear, or difficulty. Author Ryan Berman has devoted the past three years interviewing many of the most courageous people and leaders on the planet. Through this experience, he learned that the companies that win share courageousness as a trait. Berman unveils how every brand can unlock courage in their people, leaders or culture. This presentation culminates with ways for the audience to take action today to transform from a Coward Brand or Stasis Brand into a Courage Brand.
After this discussion you’ll be able to:
Build a culture of empowered, courageous behavior and experimentation.
Utilize a modern day, step-by-step framework to becoming a Courage Brand.
Overcome the clarity epidemic we currently find ourselves in.
Create true conviction and healthy retention with your best people.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
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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
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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!
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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.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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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.
Leadership Sustainability: Seven Disciplines to Achieve the Changes Great Leaders Know They Must Make
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please dial 1.650.479.3208 and enter access code: 922 560 437 #.
You will be hold until the seminar begins.
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