Leland Sandler's presentation on creating a culture of accountability and execution. Topics include the ladder of inference, stories vs facts, cause and effect, advocacy and inquiry.
Leland Sandler's Presentation on Creating and Capturing valueLeland Sandler
Leland Sandler & the Sandler Group present “Creating and Capturing Value”, using behavior tools to create more effective, successful, and confident leaders.
Follow Leland:
WEBSITE: http://lelandsandler.com/
THE SANDLER GROUP: http://sandlergroup.net/
TWITTER: https://twitter.com/lelandsandler
FACEBOOK: http://facebook.com/thesandlergroup
Taking Ownership – How to Create a Culture of Accountability in the WorkplaceXenium HR
Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
Culture First 2019: Day 1, From descriptives to decisions: testing hypothesis...Culture Amp
In this presentation, we’ll dive deeper into your employee feedback. We’ll source the most common roadblocks to success and share ideas and useful resources to overcome them. You’ll learn how to leverage platform features already at your fingertips to identify problems, test hypotheses, and generate solutions. Walk away knowing how to analyze your data in a more advanced way, such as linking engagement to business outcomes and testing the success of your actions.
Leland Sandler's Presentation on Creating and Capturing valueLeland Sandler
Leland Sandler & the Sandler Group present “Creating and Capturing Value”, using behavior tools to create more effective, successful, and confident leaders.
Follow Leland:
WEBSITE: http://lelandsandler.com/
THE SANDLER GROUP: http://sandlergroup.net/
TWITTER: https://twitter.com/lelandsandler
FACEBOOK: http://facebook.com/thesandlergroup
Taking Ownership – How to Create a Culture of Accountability in the WorkplaceXenium HR
Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
Culture First 2019: Day 1, From descriptives to decisions: testing hypothesis...Culture Amp
In this presentation, we’ll dive deeper into your employee feedback. We’ll source the most common roadblocks to success and share ideas and useful resources to overcome them. You’ll learn how to leverage platform features already at your fingertips to identify problems, test hypotheses, and generate solutions. Walk away knowing how to analyze your data in a more advanced way, such as linking engagement to business outcomes and testing the success of your actions.
Culture First 2019: Day 1, How to build a culture first performance and devel...Culture Amp
Explore how to transform your performance management system into one that is truly Culture First. Learn about the core components of “organizational justice”, the most common sources of bias that threaten the effectiveness of your process, and the fundamentals of effective feedback. Practice applying behavioral models with fellow people geeks to enhance the quality of both performance and development feedback. Walk away with a roadmap for creating an inclusive, effective performance & development program.
Becoming a Best Place to Work: The Six Strategies That Every Great Employer F...Xenium HR
Looking to attract the top talent of your industry? Great! So does everyone else. It’s never been more important to develop a holistic HR strategy that will attract and retain great employees. Whether you need a total overhaul or you’re just missing a few key elements, this webinar will help you get started. Join us as we discuss the six critical elements of top-notch HR strategy.
Attendees learned valuable strategies on how to use compassion to prepare for their coaching sessions:
* Set a positive climate that fosters respect
* Focus on long-term development— not on altering short-term performance
* Discover your employees’ personal goals
Part Two of our 3-part series took place on Tuesday November 29 at 2 pm ET. Join us as Teleos’ scholar-practitioners, Suzanne Rotondo and Gretchen Schmelzer share how you can:
* Deepen the conversation with your team
* Get the feedback you’re looking for
* Build on the coaching reflections from Part One
Suzanne Rotondo and Gretchen Schmelzer
Master coach faculty members for Teleos’ flagship coach development and certification program
In the first of a three-part series on coaching, Suzanne and Gretchen will discuss, “What Neuropsychology Tells Us About the Positive Impact of Coaching with Compassion.”
Coaching skills can help people maximize their strengths and increase responsibility, accountability, creativity and resourcefulness to overcome challenges and achieve results. The primary coaching skills presented in this interactive presentation will focus on the principles of a coaching conversation, listening, the art of asking curious questions, leading cultural change, and how to promote responsibility and accountability to support people to elicit their own solutions and strategies and take action to implement these solutions.
Speaker:
Callie Bland, Executive Coach, RN and CEO, Coach Callie Consulting
Initiative drives action. Initiative coupled with skill or talent delivers the highest-quality results. Competitive business must rely on employees’ initiatives to seek out opportunities and respond to customers’ needs. High performers take the initiative and also take accountability for their actions. But initiative without accountability can lead to negative behaviors.
Below is the contents:
1. Welcome to Accountability
- Definition of Accountability
- Relationships Between Accountability & Responsibility
- Accountability: A New Canvas on Which to Paint the Future
2. Accountability Tools
- ARCI
- QQT/R
- PDCA
3. Self-Awareness
- EQ Basics and Self-Awareness
- Personality Assessment
4. Fit Your Leadership Style to Your Team
- Accountability in Team Development Stages
- Cross-Functional Teams on Organizational Structures
- Your Role in Creating a High-Accountability Team
Best-selling authors, TED Talk stars and strengths-based leaders Tom Rath and Marcus Buckingham have brought the strengths-based message to business that researchers have known for years: investing in strengths, understanding others’ needs and surrounding yourself with the right people (those who want to maximize their best skills, AKA strengths) are essential keys to leadership effectiveness.
Attend this workshop if you want to:
• Identify and understand your strengths to be most effective at work and home;
• Build strong and diverse teams; and
• Lead to your full potential.
Your ROI?
• Leverage your natural talents;
• Align your strengths with the right projects; and
• Get results that positively affect work culture, innovation and productivity, and ultimately the bottom line.
management skills for new managers workshop presentation by Fahmi Abdein targeting new and experienced managers and supervisors. What makes an excellent and successful manager, and how to successfully manage and supervise others.
A medical study showed that when doctors tell their seriously ill heart patients that they will die if they do not make changes to their lifestyle, only one in seven patients is able to make a change. Crazy!
According to Harvard professors, Robert Kegan and Lisa Lahey, people do not resist change. Even when people are genuinely committed to change, they subconsciously apply effort toward a hidden competing commitment. The result is a stalled effort, which looks like a resistance to change. It is like shoveling sand against the tide. In this workshop, I want to demonstrate the power of the Immunity to Change framework developed by Kegan and Lahey and share my practical experience overcoming the immunity when implementing Agile.
Culture First 2019: Day 1, How to build a culture first performance and devel...Culture Amp
Explore how to transform your performance management system into one that is truly Culture First. Learn about the core components of “organizational justice”, the most common sources of bias that threaten the effectiveness of your process, and the fundamentals of effective feedback. Practice applying behavioral models with fellow people geeks to enhance the quality of both performance and development feedback. Walk away with a roadmap for creating an inclusive, effective performance & development program.
Becoming a Best Place to Work: The Six Strategies That Every Great Employer F...Xenium HR
Looking to attract the top talent of your industry? Great! So does everyone else. It’s never been more important to develop a holistic HR strategy that will attract and retain great employees. Whether you need a total overhaul or you’re just missing a few key elements, this webinar will help you get started. Join us as we discuss the six critical elements of top-notch HR strategy.
Attendees learned valuable strategies on how to use compassion to prepare for their coaching sessions:
* Set a positive climate that fosters respect
* Focus on long-term development— not on altering short-term performance
* Discover your employees’ personal goals
Part Two of our 3-part series took place on Tuesday November 29 at 2 pm ET. Join us as Teleos’ scholar-practitioners, Suzanne Rotondo and Gretchen Schmelzer share how you can:
* Deepen the conversation with your team
* Get the feedback you’re looking for
* Build on the coaching reflections from Part One
Suzanne Rotondo and Gretchen Schmelzer
Master coach faculty members for Teleos’ flagship coach development and certification program
In the first of a three-part series on coaching, Suzanne and Gretchen will discuss, “What Neuropsychology Tells Us About the Positive Impact of Coaching with Compassion.”
Coaching skills can help people maximize their strengths and increase responsibility, accountability, creativity and resourcefulness to overcome challenges and achieve results. The primary coaching skills presented in this interactive presentation will focus on the principles of a coaching conversation, listening, the art of asking curious questions, leading cultural change, and how to promote responsibility and accountability to support people to elicit their own solutions and strategies and take action to implement these solutions.
Speaker:
Callie Bland, Executive Coach, RN and CEO, Coach Callie Consulting
Initiative drives action. Initiative coupled with skill or talent delivers the highest-quality results. Competitive business must rely on employees’ initiatives to seek out opportunities and respond to customers’ needs. High performers take the initiative and also take accountability for their actions. But initiative without accountability can lead to negative behaviors.
Below is the contents:
1. Welcome to Accountability
- Definition of Accountability
- Relationships Between Accountability & Responsibility
- Accountability: A New Canvas on Which to Paint the Future
2. Accountability Tools
- ARCI
- QQT/R
- PDCA
3. Self-Awareness
- EQ Basics and Self-Awareness
- Personality Assessment
4. Fit Your Leadership Style to Your Team
- Accountability in Team Development Stages
- Cross-Functional Teams on Organizational Structures
- Your Role in Creating a High-Accountability Team
Best-selling authors, TED Talk stars and strengths-based leaders Tom Rath and Marcus Buckingham have brought the strengths-based message to business that researchers have known for years: investing in strengths, understanding others’ needs and surrounding yourself with the right people (those who want to maximize their best skills, AKA strengths) are essential keys to leadership effectiveness.
Attend this workshop if you want to:
• Identify and understand your strengths to be most effective at work and home;
• Build strong and diverse teams; and
• Lead to your full potential.
Your ROI?
• Leverage your natural talents;
• Align your strengths with the right projects; and
• Get results that positively affect work culture, innovation and productivity, and ultimately the bottom line.
management skills for new managers workshop presentation by Fahmi Abdein targeting new and experienced managers and supervisors. What makes an excellent and successful manager, and how to successfully manage and supervise others.
A medical study showed that when doctors tell their seriously ill heart patients that they will die if they do not make changes to their lifestyle, only one in seven patients is able to make a change. Crazy!
According to Harvard professors, Robert Kegan and Lisa Lahey, people do not resist change. Even when people are genuinely committed to change, they subconsciously apply effort toward a hidden competing commitment. The result is a stalled effort, which looks like a resistance to change. It is like shoveling sand against the tide. In this workshop, I want to demonstrate the power of the Immunity to Change framework developed by Kegan and Lahey and share my practical experience overcoming the immunity when implementing Agile.
Evaluating the Organizational development in ODL by BSC ModelShahram Honarmayeh
My speech outlines cover the following concepts:
ODL, Organization, Organizational Structure, The balnced scorecard, Stakeholders, Scorecard, Performance
Leadership That Drives Organizational Results- Leland SandlerLeland Sandler
Executive Director Leland Sandler has created real sustainable change for Amylin Pharmaceuticals, developing strong leaders and an innovation driven business that will lead to ultimate long-term success.
Follow Leland:
WEBSITE: http://lelandsandler.com/
THE SANDLER GROUP: http://sandlergroup.net/
TWITTER: https://twitter.com/lelandsandler
FACEBOOK: http://facebook.com/thesandlergroup
Quiet: The Power of Introverts in World That Can't Stop TalkingJen Runkle
With all of our different personalities, we sometimes experience a huge difference between extroverts and introverts. If you're an introvert or work with someone who is, this book is for you.
This is just another example of some visuals and do's and don'ts for PowerPOint - you can see a full animated version at Slideboom.com http://www.slideboom.com/presentations/19840/PowerPoint-Design. You can also visit my powerpoint blog at http://presentationslides.blogspot.com where there is now a $5 e-Book available that has step-by-step instructions for many of the effetcs you see in the slides.
Execution - The Discipline of getting things done GMR Group
This book was published in the year 2002 and I had read this book at that time. Revisited and read this book again just to evaluate the context. Even today the context of this book is very relevant.
Too many leaders fool themselves into thinking their companies are well run. They are like the parents in Garrison Keillor’s fictional Lake Wobegon, all of whom think their children are above average. Then the top performers at Lake Wobegon High school arrive at the University of Minnesota or Colgate or Princeton and find out they are average or even below average. Similarly , when corporate leaders start understanding how the GE’s and Emerson Electrics of this world are run- how superbly they get things done- they discover how far they have to go before they become World class in Execution.
Here is the fundamental problem: People think of execution as the tactical side of business, something leaders delegate while thy focus on the perceived “bigger” issues. This idea is completely wrong. Execution is not just tactics—it is a discipline and a system. It has to be built into a company’s strategy, its goals, and its culture. And the leader of the organization must be deeply engaged in it. He can delegate its substance.
We talk to many leaders who fall victim to the gap between promises they’ve made and results their organizations delivered. They frequently tell us they have a problem with accountability—people aren’t doing the things they’re supposed to do to implement a plan. They desperately want to make changes of some kind, but what do they need to change? They don’t know.
Execution is a specific set of behaviors and techniques that companies need to master in order to have competitive advantage.
Read this Summary ……
Stephanie Cooper - Genuine Curiosity - Conversations for ChangeAgileNZ Conference
People often ask for the golden phrase, the silver bullet they can use to convince their teams, managers or executives to ‘go Agile’. While it would certainly help to talk about outcomes and benefits over practices and methods, it can sometimes be your own mindset that is holding back your ability to influence change.
In this session, Steph looks at mindsets (the values and assumptions you make) and explore how a lack of genuine curiosity can provoke defensive behaviours in others and stop organisations from resolving the issues that really matter, but are challenging to address.
She’ll use the setting of a small conversation to explore and better understand these ideas. While organisational change is big, the momentum for change can often be won or lost in small conversations. Becoming better in small conversations will help you grow your role in influencing organisational change. When you approach conversations with genuine curiosity about the other person’s point of view, you will not only have a more productive conversation, but build the trust needed for the work ahead.
These ideas and techniques are popular as they are accessible and relatively easy to adopt.
Recorded webinar: http://slidesha.re/1nOR5i5
Subscribe: http://ksmartin.com/subscribe
Purchase the book: http://bit.ly/TOObk
This webinar features content from Karen's workshop and talk at the Lean Enterprise Institute and Lean Frontiers Coaching Summit, held on July 29 & 30, 2014 in Long Beach, California.
Both the workshop and talk focus on learning how to break the "telling" habit as a leader or improvement coach, and how to use the right questions at the right time to develop people more effectively and get better work results.
This PowerPoint presentation explores the art of questioning in communication. It emphasizes the importance of asking the right questions to facilitate deeper understanding, foster meaningful conversations, and build stronger relationships.
This presentation aims to equip the audience with effective questioning skills that can enhance their communication abilities, whether in professional settings or personal relationships. It’s a valuable resource for anyone looking to deepen their conversations and connections through the power of questioning. Enjoy the journey through the art of questioning!
Evolving Changes of Leadership: Navigating ComplexityLeland Sandler
cAs companies grow, and as leaders take on higher levels of responsibility, they must deal with more and more complexity. Not just a complicated set of problems, but often unpredictable, overwhelming complexity; with lots of moving parts, many interrelated forces, and a whole host of perspectives and opinions of the stakeholders around them. Consequently, leaders need to be ever more agile and fluid in navigating the challenges and uncertainties of their world. Leaders need to think differently so that they can act differently.
Leland Sandler: Leadership and Succession DevelopmentLeland Sandler
Leland Sandler's presentation on managing talent in the pharmaceutical industry. This presentation goes over leadership & succession development. More specifically, what it is, and how we do it. Visit http://lelandsandler.com/ for more information.
Leland Sandler: An Approach to Implementing Sustainable ChangeLeland Sandler
Leland Sandler, Executive Advisor for The Sandler Group, slide deck for Amylin on the approach to implement a sustainable and long term solution to change. Presentation dives deep into the human resistance to change, and Leland Sandler goes over the change management process and how to develop a proper change management plan within an organization. Visit http://lelandsandler.com/ for more information.
The Case for Executive Advising- Leland SandlerLeland Sandler
Leland Sandler's presentation on the case for executive advising- accelerated growth of leaders. Topics include effectively dealing with complexity, technical vs adaptive change, and leadership blind spots.
Follow Leland:
WEBSITE: http://lelandsandler.com/
THE SANDLER GROUP: http://sandlergroup.net/
TWITTER: https://twitter.com/lelandsandler
FACEBOOK: http://facebook.com/thesandlergroup
Leland Sandler and the Sandler Group discuss effective consultative selling techniques through the use of key sales skills, customer interactions, leadership behaviors, negotiating strategies and more that will help increase the success of your business.
Follow Leland:
WEBSITE: http://lelandsandler.com/
THE SANDLER GROUP: http://sandlergroup.net/
TWITTER: https://twitter.com/lelandsandler
FACEBOOK: http://facebook.com/thesandlergroup
Leland Sandler of the Sandler Group explains how to achieve business success in a high velocity environment managing people “up the curve”.
Follow Leland:
WEBSITE: http://lelandsandler.com/
THE SANDLER GROUP: http://sandlergroup.net/
TWITTER: https://twitter.com/lelandsandler
FACEBOOK: http://facebook.com/thesandlergroup
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
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. 📊
[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
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Leland Sandler on Culture of Accountability and Execution
1. A Culture of Accountability and Execution
Verizon Leadership Session
2. • We expect that by learning about behavioral tools you can better
figure out the lay of the land, relationships at work, your career, and
navigate them with more confidence.
• Specifically, we’ll cover briefly, what we can do as leaders to get
through them effectively
• We will introduce two tools that can help be more effective in the
most difficult situations
– Ladder of Inference – Participants will learn a new tool for considering
alternatives, having more thorough, fact-based dialogue and
conversations.
– Being “At Cause” – A “Way of Thinking Model” that enables heightened
input and problem solving.
Objectives/Outcomes
3. The Ladder of Inference
I take
ACTIONS
based on
my beliefs
I adopt
BELIEFS
about the world.
I draw
CONCLUSIONS
I make
ASSUMPTIONS
based on the
meanings I added
I select
DATA
from what I observe
OBSERVE
“data” and
experiences (as a
video tape recorder
might capture it)
Ladder of Inference
THE REFLEXIVE
LOOP
(Our beliefs affect
what data we select
next time)
5. • Beliefs, Assumptions, and stories we carry about ourselves, other
people, situations, etc.
• ALL Mental Models, by definition, are flawed in some way
• Mental Models are “tacit”
• Key is to reveal your assumptions, beliefs, and data, and openly
discuss them
Mental Models: Our Assumptions & Beliefs
6. • A Fact is something that can be objectively verified by any person
• A Story, by contrast, is something we create to make sense of the
facts
– We have to make assumptions in order to survive; we don’t have the time to get
all the facts
– The problem is that we often tell our stories so fast that we mistake them for the
facts and then treat our stories as if they’re irrefutably true
• Presence, Awareness, and Inquiry can diminish our reactivity
– By simply being curious about our world, we move to self-observation
– We can use our reflective capacity to see the world in subtler, more empowering
ways
Stories vs. Facts
7. • Our self-generating beliefs are largely untested (often assumptions)
– Our beliefs are the truth
– The truth is obvious
– Our beliefs are based on real data
– The data we select is the real data
The Ladder of Inference
8. The Ladder of Inference
I take
ACTIONS
based on
my beliefs
I adopt
BELIEFS
about the world.
I draw
CONCLUSIONS
I make
ASSUMPTIONS
based on the
meanings I added
I select
DATA
from what I observe
OBSERVE
“data” and
experiences (as a
video tape recorder
might capture it)
Ladder of Inference
THE REFLEXIVE
LOOP
(Our beliefs affect
what data we select
next time)
9. • Step 1: Take out and review the “Key Issue” from your Pre-Work
• Step 2: Page 7 - The Right Hand Column (What Was Said)
– Now recall a frustrating conversation you had over this situation – or
imagine the conversation that you would have if you brought up the
problem.
– Follow-along with me on Page 8
– On Page 7 in the right-hand column, write out the dialogue that actually
occurred. Or write the dialogue you’re pretty sure would occur if you
were to raise the issue. The dialogue may go on for several pages.
Leave the left-hand column blank until you’re finished.
• Step 3: The Left-Hand Column (What You Were Thinking)
– Now in the left-hand column, write out what you were thinking and
feeling, but not saying.
The Left Column Exercise
10. • Step 4: Reflection
– On page 9, as you reflect on what you wrote in the left and right hand
columns, please answer the six questions
The Left Column Exercise
11.
12. Cause and Effect: A Choice
• Blaming
• Victim
• Helpless
• Passive
• Pessimistic
• Fear- based
• Blaming
• Making Excuses
• CYA Behavior
• De-motivating
• Act on assumptions
• Reactive
• Avoid Risks
• Enrolling Others in Negativity
• Defensive
• Focused on the greater good
• Proactive
• Creative
• Removing Barriers
• Ownership of the Outcome
• Engaged
• Excited
• Resilient
• Positive focus
• Influential
• Inspirational
• Courageous
• Open to Other Points of View
• Focused on possibilities and
solutions
13. • Silently read on pages 11-13
• Capture (mark)
– Questions
– Interesting Ideas
Cause and Effect: A Reading
14. • FIRST is to accept you have a choice to move forward, to do
something positive/productive with whatever issue or difficulty you
are dealing with now in your work life.
– How can I chose to move forward? : In any situation, if you can stop,
ask that question of yourself and accept that no matter how much you
want to answer it with "well, actually, I can't"... you can (at least to some
degree). If you can accept accountability for what needs to happen, you
put yourself AT CAUSE and you immediately grant yourself the power
to change it.
• SECOND is to focus your mind on what you want, not on what you
don’t want or are afraid of:
– Focus on the Successful Outcome: A future result toward which
actions are directed.
Cause and Effect: Being “At Cause”
15. • THIRD is to begin with the assumption that you are AT CAUSE: that
you can decide what to think, what to picture inside, and what to
focus your mind on (the story you will tell yourself) - and that when
you do this, your brain will figure out how to make whatever you
focus on happen.
– I know I will be successful, now what exactly am I going to do; what
is the very Next Action?
Cause and Effect: Being “At Cause”
16. • Take out your Pre-Work – Page 15
• Example of how to complete Page 16
• Complete Page 16
• Get into groups of 3 and share your results
Choosing to Be At Cause
17. • Page 17
• Setting clear, specific, mutually understood expectations (Areas
might include: Specific goals; rigor in a process or processes;
leadership behaviors; how they manage a project or manage their
direct reports)
– What specifically are you asking the person to do
– What does “good” look like
– If appropriate, share an example of how they are today vs. what “good
looks like
– Give thought to providing training, instruction, if needed
– Ask them to tell you what they think they have heard from you
Coaching and Managing Being at Cause
18. • Coaching and Managing
– You need to then give them regular, specific feedback/ observations
over the weeks on how they are doing
– You need to be available to them, to coach, give guidance, answer
questions; and set the expectation that if they don't understand or know
how to do something, that they will ask (either you or someone else who
knows)
• Holding People Accountable/Recognition/Making Adjustments (Per
your style)
– When they are progressing in the "expectation" you should
acknowledge this
– When they are not progressing, you need to first understand why not
(inquiry); then make adjustments, changes, take actions, etc.
Coaching and Managing Being at Cause
19. • Advocacy key:
– Slowing down our thinking processes to become more aware of our
mental models
– Share our thinking: our assumptions and beliefs
• Inquiry:
– Being open to understanding the thinking of others
– Understanding their thinking: their assumptions and beliefs
Advocacy and Inquiry
20. Tools for Advocacy
TOOLS FOR IMPROVED ADVOCACY:
A. Make your thinking process visible (walk up the ladder of inference slowly,
including your assumptions.)
WHAT TO DO WHAT TO SAY
State your assumptions, and describe the
data/facts that led to them.
"Here's what I think, and here's how I got
there."
B. Publicly test your conclusions and assumptions.
WHAT TO DO WHAT TO SAY
Encourage others to explore your model,
your assumptions, and your data.
"What do you think about what I just
said?" or "Do you see any flaws in my
reasoning?" or "What can you add?"
Page 10
21. Tools for Inquiry
TOOLS FOR IMPROVED INQUIRY:
A. Ask others to make their thinking process visible.
WHAT TO DO WHAT TO SAY
With those who are open to challenge, gently
walk others down the ladder of inference and
find out what data they are operating from.
"Can you help me understand your
thinking here?” “What leads you to
conclude that?" "What data do you have
for that?" "What causes you to say that?"
B. Check your understanding of what they said. Compare your assumptions to theirs.
WHAT TO DO WHAT TO SAY
Test what they say by asking for broader
contexts, or for examples.
"Am I correct that you're saying…?""How
would your proposal affect…?" "Is this
similar to…?" "Can you describe a typical
example…?"
22. • Page 18
• When you want to engage others, its first about Them - NOT You.
Avoid the following traps:
– Acting as if the individual is (or should be) just like us
– Always telling them what to do
– Corralling People (controlling the conversation so no one else gets to
give real input)
– Solving their problems for them instead of building their competence
Leadership and Coaching Role Play
23. • Leadership Coaching is a balance of Inquiry and Advocacy
– Through inquiry, you will help to uncover useful information. Through
advocacy, you will directly influence thinking. Together, inquiry and
advocacy deepen the team's confidence and ability to take action.
• Inquiry: A process for understanding the another individual's point of view by
exploring his/her thoughts, feelings and reasoning.
• Advocacy: A process for influencing others’ thinking and behavior by stating
one's opinions and suggestions, sharing your thought process, and outlining
the rationale for each.
– At any particular moment, a leader may simply listen attentively, reflect
on what is being said, facilitate deeper inquiry, provide specific direction,
or guide an individual through the thought process by asking questions
and providing perspective.
Leadership and Coaching Role Play
24. • Fully listen to what the individual has to say, even if you disagree
with what is being said. Stay in Inquiry and go deeper
– Open yourself up to receiving what the individual has to say without
argument or defense or solutions
– Respond instead with clarifying questions and reflection of what is being
said
– Listen in the full sense
– Listen for what is not being said
• When appropriate, move to Advocacy
– Share your opinion or point of view, and your reasons
– Share your thinking (what got you to this point)
– Ask for understanding and response
Leadership and Coaching Role Play
25. • Today we’ve learned about tools that help you better understand
what may be getting in the way of your effectiveness as a leader and
manager
• Specifically we’ve discussed the power of
– “Being At Cause;” How embracing this principle brings you far more
capacity to create the events and circumstances and positive solutions
– Having more effective conversations and interactions by taking the time
to validate your assumptions; and taking the time to present your
thinking, assumptions, and data
Summary