Discover in this deck the importance of experiments and know more about double-loop learning and mindsets.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Discover in this deck quite a few leadership models, know all about control vs self-organization and have a new/updated leadership style framework.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Discover in this deck different models for collaboration and have an expanded toolset for better conversations.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Turn a Group Into a Team. About team size, diversity, and more.Shiftup
Discover in this deck our first exclusive webinar for Shiftup Explorers and Facilitators: Turn a Group into a Team (about team size; diversity; and more), hosted by Jurgen Appelo
Psychological Safety in the Time of PandemicJohn Dobbin
Talk | Best Agile Articles Conference -- Sept 28th, 2020
Findings from recent interviews and observations with medium to large size organisations in the Middle East and Asia Pacific region
- Why Psychological Safety is Critical
- Good Practices
- Bad Practices
Growing Interest in Psychological Safety
Definition
Impact on teams
Zones
Fear and Seeking systems of mammalian brains
Impacts of toxic cultures
Mental Health symptoms since COVID-19 outbreak
Pandemic of Uncertainty
Confusing Productivity with Performance
Digital Panopticons
Backbiting
Authentic Communication and Vulnerability Modelling
Wellness Check-ins
Compassionate layoffs
Discover in this deck quite a few leadership models, know all about control vs self-organization and have a new/updated leadership style framework.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Discover in this deck different models for collaboration and have an expanded toolset for better conversations.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Turn a Group Into a Team. About team size, diversity, and more.Shiftup
Discover in this deck our first exclusive webinar for Shiftup Explorers and Facilitators: Turn a Group into a Team (about team size; diversity; and more), hosted by Jurgen Appelo
Psychological Safety in the Time of PandemicJohn Dobbin
Talk | Best Agile Articles Conference -- Sept 28th, 2020
Findings from recent interviews and observations with medium to large size organisations in the Middle East and Asia Pacific region
- Why Psychological Safety is Critical
- Good Practices
- Bad Practices
Growing Interest in Psychological Safety
Definition
Impact on teams
Zones
Fear and Seeking systems of mammalian brains
Impacts of toxic cultures
Mental Health symptoms since COVID-19 outbreak
Pandemic of Uncertainty
Confusing Productivity with Performance
Digital Panopticons
Backbiting
Authentic Communication and Vulnerability Modelling
Wellness Check-ins
Compassionate layoffs
Good teamwork is the heart of successful business. But what is a good team? Many teams are riven by dysfunctionality, poor leadership, groupthink, and in-fighting. Research across 180 teams and 37,000 employees at Google has identified the core component of high-performance teams - psychological safety. This is a collaborative, customer-focused and civil environment in which creativity, critical thought and cognitive flexibility can flourish. But drop the smallest amount of toxicity into the team and everything can quickly becomes poisonous and low-performance. Informed by years of cutting-edge management research and decades of practical experience in organisational transformation, this Masterclass explains how to deliver a high-performance, psychologically safe environment and how to quickly identify and eliminate the various toxic processes, behaviours and people that destroy the core of a great business.
Improve Your Team: Explore Cognitive BiasDan Neumann
Many team challenges can be tracked back to cognitive biases: our judgement gets anchored, we think we're better than we are, and we are our own favorite reference point. And even though we're encouraged to "think outside the box," there are conditions where we have a bias against creativity. If that's not a recipe for a tough team environment, I don't know what is.
Improve your game by learning about bias! You'll leave this session with strategies for identifying and mitigating bias on your team.
David C Winegar Psychological Safety for PerformanceDavid Winegar
Slides from my webinar on wanted.jobs on how to build psychological safety environments to drive higher performance. Includes neuroscience insights that provide insights into how to better connect people and develop a culture of inclusivity, respect and high trust which results in JOY @ Work.
This is a preview of Absolute-North and David C. Winegar's Psychological Safety for Performance Organizational Toolkit available from absolute-north.com beginning in July of 2021.
This article maintains that one does not really need to be at the top to lead; that one can actually lead across and in fact, upwards, the organisational hierarchy.
Agile Retrospectives: High-Performing Teams Don't Play GamesBrian Rivera
Scrum, The Lean Startup, Cyber Security and some product development loops have fighter aviation origins. But retrospectives (debriefs)--the most important continuous improvement event--have been hijacked by academics, consultants, and others who have never been part of a high-performing team; sure, they know how things ought to work but haven't lived them. We have
Learn what’s wrong with current retrospectives and discover how an effective retrospective process can build the high-performance teaming skills your organization needs to compete in today’s knowledge economy.
Special thanks to Robert "Cujo" Teschner, Dan "Bunny" O'Hara, Chris "Deuce" Alexander, Jeff "T-Bell" Dermody, Ryan "Hook-n-Jab" Bromenschenkel, Ashok "WishICould" Singh, John "Shorn" Saccomando, Dr. Dan Low, and Allison Rivera.
Multipliers is a national bestseller that explores the differences between good and bad team leaders, identified as Multipliers (the good) and Diminishers (the bad).
Successful leaders invest in the growth of their employees and elevate them to reach their full potential. With this endgame, everybody wins.
Director of Training and Operations Krista
Eichhorst
We all have talents that we bring to the table. By using the StrengthsFinder assessment we will learn about the
benefits of playing to our strengths, explore our top five talents, and discover how to use our team's collective strengths to accomplish our goals in the year ahead
A talk by Ray Weaver
CEO, ABOGE Coaching and Consulting, Inc.
Leaders,
I have been fielding calls on holding conversations on the events that have been happening in our nation. Specifically, the conversation around the subject of race. I too find it an uncomfortable conversation.
It is a fact, it is uncomfortable because it has emotions, differing opinions, and high stakes; hence, it’s known as a Crucial Conversation.
Conversations like these require us to be totally present, attentive, and open. Additionally, it will not get any easier, if we shy away from holding them.
As I was journaling on the subject today, I reflected on my fear of having conversations about race. After a few hours, I found much of my fear was based on my feeling of not being an expert on race. I am an expert on how I feel, but not on the deep psychology and philosophy of the study of race.
Later, it occurred to me, my fears were based on my thinking I needed to solve the problem (the expert); hence, I felt ill-equipped to do so.
The realization of my fear, aided in my asking another question, “What if, to start the conversation, I just engage to educate myself on the feelings and insights of others from a learning perspective?” I immediately felt empowered and willing to have the conversation; with the intention to learn, listen, and grow.
Face it, this is a large, deep, and complex issue; and it will take multiple conversations, reflection, intentioned efforts, and action on a personal, interpersonal, and national level to solve.
But, additionally, it to requires a willingness to engage in dialogue, within your sphere of influence; no matter how uncomfortable.
I am sharing this not as a simplification. It is to let you know, you are not alone in the uncomfortableness of it, and that you are equipped to have the crucial “learning” conversation if that is your intention.
As leaders, it is necessary for us to open the dialogue and lead the way.
Attached is a Crucial Conversation Checklist, which includes the visual model of the process. It provides the structure to hold the uncomfortable conversations, which is a requirement of the work of leadership.
I am reminded of a quote on the opportunity. It is said, “…real opportunity, unlike magical thinking, often comes dressed in overalls, and looks like work.”
I hope this will support your being open to learn, engage, and hold uncomfortable conversations; as part of your work in leadership.
Stay Safe! Stay Healthy! Stay Strong!
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/it-will-be-uncomfortable-conversations-required-of-leaders-in-the-diverse-workplace/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
Horizontal Leadership Managing Change And ComplexityGunnar Westling
Often, complex challenges tend to fall between stools. Thus, to successfully cope with such challenges, you have to lead horizontally across internal and external boundaries.
How a learning organization can be posed to tread an extraordinary path akin to mythological endeavors… … thus becoming an Epic Learning Organization: From a redefinition of Personal Mastery, to building such an organization, to strategic planning and storytelling the journey, and to leading the journey --- This is a proposal for a sixth organizational learning discipline. .
"Now, Discover Your Strengths" by Marcus Buckingham and Donald Clifton.
Understand what your strengths are, hone them and apply them productively to achieve a successful, fulfilling career.
The benefits of iterative failure THAT conference 2018Lauren Liss
As design thinkers, we must focus on the process and not just the end goal. This presentation will address the benefits of creating environments that allow teams to take risks and fail; through this failure, they become more resilient, more realistic, and more accountable. In turn, their future work is more thoughtful and they have a greater ability to be nimble, collaborate, and pivot away from ineffective ideas.
Good teamwork is the heart of successful business. But what is a good team? Many teams are riven by dysfunctionality, poor leadership, groupthink, and in-fighting. Research across 180 teams and 37,000 employees at Google has identified the core component of high-performance teams - psychological safety. This is a collaborative, customer-focused and civil environment in which creativity, critical thought and cognitive flexibility can flourish. But drop the smallest amount of toxicity into the team and everything can quickly becomes poisonous and low-performance. Informed by years of cutting-edge management research and decades of practical experience in organisational transformation, this Masterclass explains how to deliver a high-performance, psychologically safe environment and how to quickly identify and eliminate the various toxic processes, behaviours and people that destroy the core of a great business.
Improve Your Team: Explore Cognitive BiasDan Neumann
Many team challenges can be tracked back to cognitive biases: our judgement gets anchored, we think we're better than we are, and we are our own favorite reference point. And even though we're encouraged to "think outside the box," there are conditions where we have a bias against creativity. If that's not a recipe for a tough team environment, I don't know what is.
Improve your game by learning about bias! You'll leave this session with strategies for identifying and mitigating bias on your team.
David C Winegar Psychological Safety for PerformanceDavid Winegar
Slides from my webinar on wanted.jobs on how to build psychological safety environments to drive higher performance. Includes neuroscience insights that provide insights into how to better connect people and develop a culture of inclusivity, respect and high trust which results in JOY @ Work.
This is a preview of Absolute-North and David C. Winegar's Psychological Safety for Performance Organizational Toolkit available from absolute-north.com beginning in July of 2021.
This article maintains that one does not really need to be at the top to lead; that one can actually lead across and in fact, upwards, the organisational hierarchy.
Agile Retrospectives: High-Performing Teams Don't Play GamesBrian Rivera
Scrum, The Lean Startup, Cyber Security and some product development loops have fighter aviation origins. But retrospectives (debriefs)--the most important continuous improvement event--have been hijacked by academics, consultants, and others who have never been part of a high-performing team; sure, they know how things ought to work but haven't lived them. We have
Learn what’s wrong with current retrospectives and discover how an effective retrospective process can build the high-performance teaming skills your organization needs to compete in today’s knowledge economy.
Special thanks to Robert "Cujo" Teschner, Dan "Bunny" O'Hara, Chris "Deuce" Alexander, Jeff "T-Bell" Dermody, Ryan "Hook-n-Jab" Bromenschenkel, Ashok "WishICould" Singh, John "Shorn" Saccomando, Dr. Dan Low, and Allison Rivera.
Multipliers is a national bestseller that explores the differences between good and bad team leaders, identified as Multipliers (the good) and Diminishers (the bad).
Successful leaders invest in the growth of their employees and elevate them to reach their full potential. With this endgame, everybody wins.
Director of Training and Operations Krista
Eichhorst
We all have talents that we bring to the table. By using the StrengthsFinder assessment we will learn about the
benefits of playing to our strengths, explore our top five talents, and discover how to use our team's collective strengths to accomplish our goals in the year ahead
A talk by Ray Weaver
CEO, ABOGE Coaching and Consulting, Inc.
Leaders,
I have been fielding calls on holding conversations on the events that have been happening in our nation. Specifically, the conversation around the subject of race. I too find it an uncomfortable conversation.
It is a fact, it is uncomfortable because it has emotions, differing opinions, and high stakes; hence, it’s known as a Crucial Conversation.
Conversations like these require us to be totally present, attentive, and open. Additionally, it will not get any easier, if we shy away from holding them.
As I was journaling on the subject today, I reflected on my fear of having conversations about race. After a few hours, I found much of my fear was based on my feeling of not being an expert on race. I am an expert on how I feel, but not on the deep psychology and philosophy of the study of race.
Later, it occurred to me, my fears were based on my thinking I needed to solve the problem (the expert); hence, I felt ill-equipped to do so.
The realization of my fear, aided in my asking another question, “What if, to start the conversation, I just engage to educate myself on the feelings and insights of others from a learning perspective?” I immediately felt empowered and willing to have the conversation; with the intention to learn, listen, and grow.
Face it, this is a large, deep, and complex issue; and it will take multiple conversations, reflection, intentioned efforts, and action on a personal, interpersonal, and national level to solve.
But, additionally, it to requires a willingness to engage in dialogue, within your sphere of influence; no matter how uncomfortable.
I am sharing this not as a simplification. It is to let you know, you are not alone in the uncomfortableness of it, and that you are equipped to have the crucial “learning” conversation if that is your intention.
As leaders, it is necessary for us to open the dialogue and lead the way.
Attached is a Crucial Conversation Checklist, which includes the visual model of the process. It provides the structure to hold the uncomfortable conversations, which is a requirement of the work of leadership.
I am reminded of a quote on the opportunity. It is said, “…real opportunity, unlike magical thinking, often comes dressed in overalls, and looks like work.”
I hope this will support your being open to learn, engage, and hold uncomfortable conversations; as part of your work in leadership.
Stay Safe! Stay Healthy! Stay Strong!
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/it-will-be-uncomfortable-conversations-required-of-leaders-in-the-diverse-workplace/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
Horizontal Leadership Managing Change And ComplexityGunnar Westling
Often, complex challenges tend to fall between stools. Thus, to successfully cope with such challenges, you have to lead horizontally across internal and external boundaries.
How a learning organization can be posed to tread an extraordinary path akin to mythological endeavors… … thus becoming an Epic Learning Organization: From a redefinition of Personal Mastery, to building such an organization, to strategic planning and storytelling the journey, and to leading the journey --- This is a proposal for a sixth organizational learning discipline. .
"Now, Discover Your Strengths" by Marcus Buckingham and Donald Clifton.
Understand what your strengths are, hone them and apply them productively to achieve a successful, fulfilling career.
The benefits of iterative failure THAT conference 2018Lauren Liss
As design thinkers, we must focus on the process and not just the end goal. This presentation will address the benefits of creating environments that allow teams to take risks and fail; through this failure, they become more resilient, more realistic, and more accountable. In turn, their future work is more thoughtful and they have a greater ability to be nimble, collaborate, and pivot away from ineffective ideas.
Linda rising - the power of an agile mindsetMagneta AI
I‘ve wondered for some time whether much of Agile’s success was the result of the placebo effect, that is, good things happened because we believed they would.
The placebo effect is a startling reminder of the power our minds have over our perceived reality. Now cognitive scientists tell us that this is only a small part of what our minds can do.
Research has identified what I like to call «an agile mindset», an attitude that equates failure and problems with opportunities for learning, a belief that we can all improve over time, that our abilities are not fixed but evolve with effort.
What’s surprising about this research is the impact of an agile mindset on creativity and innovation, estimation, and collaboration in and out of the workplace.
I’ll relate what’s known about this mindset and share some practical suggestions that can help all of us become even more agile.
Discusses how to build innovation into business processes after the first 'big idea.' Intended originally for pharmaceutical and life sciences but applicable to other sectors.
Linda Rising, co-author of Fearless Change and the recently published More Fearless Change, has wondered for some time whether much of Agile's success has been the result of the placebo effect—that is, good things happened because we believed they would. The placebo effect is a startling reminder of the power our minds have over our perceived reality. Now cognitive scientists tell us that this is only a small part of what our minds can do. Research has identified what she likes to call “an agile mindset”—an attitude that equates failure and problems with opportunities for learning, a belief that we can all improve over time, and the view that our abilities are not fixed but evolve with effort. What's surprising about this research is the impact an agile mindset has on creativity and innovation, estimation, and collaboration—in and out of the workplace. Join Linda to discover what's known about the agile mindset and take away practical suggestions that can help you and your team become even more agile—and fearless.
The Power of an Agile Mindset - Linda RisingAgileSparks
I've wondered for some time whether much of Agile's success was the result of the placebo effect, that is, good things happened because we believed they would. The placebo effect is a startling reminder of the power our minds have over our perceived reality. Now cognitive scientists tell us that this is only a small part of what our minds can do. Research has identified what I like to call "an agile mindset," an attitude that equates failure and problems with opportunities for learning, a belief that we can all improve over time, that our abilities are not fixed but evolve with effort. What's surprising about this research is the impact of an agile mindset on creativity and innovation, estimation, and collaboration in and out of the workplace. I'll relate what's known about this mindset and share some practical suggestions that can help all of us become even more agile.
A synopsis of Carol Dweck's research and book: Self Theories: Their Role in Motivation, Personality, and Development; this has particular reference to the ABC's motto "Effort Leads to Success"
Mindsets is the popular version of Self Theories and here the presentation is brought up-to-date using the term FIXED MINDSET instead of Entitiy Theorist and GROWTH MINDSET instead of Incremental Theorist
Similar to Learning. Experiments, mental models, self-transformation (20)
Discover in this deck different estimation techniques, different prioritization techniques and get new ideas for product backlogs.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Product Management. Visioning, segmentation, and positioningShiftup
Discover in this deck tools for visioning and segmentation and get some examples of how to use them.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Discover in this deck why experience beats product, learn about a motivational framework and get a better view on iterations and increments.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Discover in this deck a bit more about product lifecycles, different options for customer input and be aware about a necessary switch from product to experience.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Discover in this deck the principles of portfolio management; have a set of good practices for innovation funnels; and know how to grow an innovation culture.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Transformation. Continuous transformation, systems thinkingShiftup
Discover in this deck how the Innovation Vortex applies to Change Management and the most relevant models for leadership in change and transformation.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Discover in this deck an overview of communication tips, somes interesting stories and get ideas for communication practices.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Navigation. Purpose, mission, values, and cultureShiftup
Interested in navigating purpose, mission, value and culture? Check out this slide deck.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Discover in this deck what VUCA means, what sensemaking is about and have access to a new sensemaking model.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Estimate and Measure. Minimize work, maximize value. Part 2Shiftup
Discover in this deck different output and outcome metrics, have an overview of popular impact metrics and get a link to an estimation exercise.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Estimate and Measure. Minimize work, maximize value. Part 1Shiftup
Discover in this deck what the point of estimation is and have an overview of popular work metrics.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Build your Product Backlog. Wish lists and task listsShiftup
Discover in this deck various types of product backlogs, various product backlog visualizations and discover a backlog maintenance game.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Create Kanban Systems. Tunnels, funnels, and moreShiftup
Discover in this deck what kanban systems are, what the kanban method is and have ideas for your own kanban systems.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Define Your Product Features. From Stories to JourneysShiftup
Discover in this deck various ways of describing features, know how stories fit in a larger context and get a new story template to try out.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Find the Job-to-be-Done. Pains, gains, needs, and wantsShiftup
Discover in this deck various perspectives of Jobs-to-be-Done, know needs and wants relate to pains and gains, and get several tools to examine your customers’ jobs.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Set Goals & Check Progress. Purpose, objectives, and targetsShiftup
Discover in this slide deck a new goal framework thinking tool, how goal setting frameworks compare and a goal setting exercise for your team.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Work Your Business Model. Canvases, quilts, and marketsShiftup
Discover in this exclusive webinar what a business model is and different tools to explore business models.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
Learn more in this deck about portfolio management and organization structures.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
The 10 Stages of the Business Lifecycle (by Jurgen Appelo)Shiftup
Like in a PlayStation game, we can visualize the typical lifecycle of startups and scaleups as a number of stages or game levels.
Let’s have a look at the levels of the Shiftup Business Lifecycle:
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
[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
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
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. 📊
2. At the end of this session, you will…
Understand the importance of experiments
Know about double-loop learning and mindsets
Share ideas on how to grow our own mindset
5. Don’t celebrate
failure.
Celebrate learning,
even when you
failed.
https://management30.com
MISTAKES EXPERIMENTS PRACTICES
SUCCESS
FAILURE
You lucky
bastard! Yay! You succeeded
AND you learned! Yay! You succeeded
by doing things
right!
WTF!
You screwed up!
Where’s your
brain? Ok, you failed
BUT you learned! Argh,
bad luck!
No learning No learning
BEHAVIOR
OUTCOME
We learn by running experiments
Learning
6. A/B Tests (Split Tests)
Version A, Control
“the Champion”
Version B, Treatment
“the Challenger”
7. “To invent you have to experiment, and if you know in advance that it’s
going to work, it’s not an experiment. Most large organizations embrace
the idea of invention, but are not willing to suffer the string of failed
experiments necessary to get there.”
– Jeff Bezos, Amazon
8.
9. Make learning cheap
and fast
“LinkedIn runs about 35,000
concurrent A/B experiments.”
Photo by Nan Palermo
11. “At Microsoft, about
1/3 of tests are
positive, 1/3 neutral,
1/3 negative.”
Photo by Mohammad Rezaie on Unsplash
12. Success rates
are low.
For each successful
experiment, three
to ten will fail.
Let’s stop talking about failures.
They are investments in knowledge.
Photo by Francisco Moreno on Unsplash
Problem:
Fear of Failure
(FOF) Mindset
13. Many small experiments is less
risky than a few big ones.
Balance your
experiment portfolio.
Photo by Markus Winkler on Unsplash
15. Opinions don’t count
“Nothing ruins innovation faster
than a HiPPO – Highest Paid
Person’s Opinion.”
“In God we trust;
all others bring data”
“Strong opinions weakly held –
in the face of evidence”
Photo by Alexandra Mirgheș on Unsplash
16. Experimentation requires…
Autonomy
Allow any employee to launch experiments, at any time.
Infrastructure
Centralize tools and support; decentralize ideas and tests.
Culture
Are you willing (and looking forward) to be proven wrong?
17. What do you suggest as an
alternative for the slogan
“celebrate failure”?
18. Celebrate Learning!
“Move fast and
break things”
Cheap, safe and fast (fund, test and learn)
“Fail fast,
fail early,
fail often”
Photo by William Daigneault on Unsplash
“You only fail when
you give up”
20. Double-loop learning
happens when we
change a mental
model on which a
decision depends.
Photo by Tyler Lastovich on Unsplash
Double-loop learning
The experiment failed;
let’s reconsider our
hypothesis (mental
model changed)
model II thinking
Single-loop learning
The experiment failed;
let’s run another
experiment (mental
model unchanged)
model I thinking
21. Model I Model II
Win by being always right
Suppress conflicting views
Control everything
Little testing of ideas
Seek confirmation
Avoid confrontations
Defensive attitude
Win by learning new stuff
Embrace conflicting views
Share/distribute control
Lots of testing of ideas
Seek information
Facts trump feelings
Productive attitude
versus
25. Peter Senge
The only sustainable
source of competitive edge
is an organization’s ability
to learn faster and better
than its competitors.
- Peter Senge
https://www.goodreads.com/book/show/255127.The_Fifth_Discipline
26. The Five
Disciplines
Personal mastery - deliberate practice
Team learning - continuous improvement
Mental models - alternative perspectives
Shared vision - purpose and values
Systems thinking - holistic approaches
27. Organizational I
Learning System
Organizational II
Learning System
Win by being always right
Suppress conflicting views
Control everything
Little testing of ideas
Seek confirmation
Avoid confrontations
Defensive attitude
Win by learning new stuff
Embrace conflicting views
Share/distribute control
Lots of testing of ideas
Seek information
Facts trump feelings
Productive attitude
versus
29. Photo by Tyler Lastovich on Unsplash
Photo by Sammie Vasquez on Unsplash
Mindset
Culture
30. Photo by Daniel Cheung on Unsplash Photo by Max Goncharov on Unsplash
Fixed
mindset
Growth
mindset
“talents are
innate gifts”
“talents can be
developed”
Telling people
they are smart
encourages a
fixed mindset.
Praising effort
and progress
cultivates a
growth mindset.
31. Fixed Mindset
Talents are received
Avoid challenges
Give up easily
See effort as fruitless
Ignore all criticism
Threatened by others
Deterministic world view
Talents are developed
Embrace challenges
Persist despite challenges
Turn effort into mastery
Learn from criticism
Inspired by others
Greater sense of free will
Growth Mindset
This looks very
similar to Model I
versus Model II.
32. Clearing up
some confusion
Mindset is a mixed bag
A pure growth mindset doesn’t exist. We are all a
mix of both mindsets, depending on context.
Incentivize learning, not effort
Don't just praise effort. Instead, focus on the
learning process and progress.
33. Carol Dweck
Real self-confidence is not
reflected in a title, an expensive
suit, a fancy car, or a series of
acquisitions. It is reflected in your
mindset: your readiness to grow.
- Carol S. Dweck
https://www.goodreads.com/book/show/40745.Mindset
34. It starts with you.
Photo by Adi Goldstein on Unsplash
What will you
do now?
35. Photo by Motoki Tonn on Unsplash
10 minutes of
mindfulness
10 minutes of
journaling
Photo by Brad Neathery on Unsplash
10 minutes of
inspiration
Photo by Godwin Angeline Benjo on Unsplash
10 minutes of
openness
36. What is your favorite
way of nurturing your
growth mindset?