The document discusses social innovation and the Australian Centre for Social Innovation (TACSI). TACSI uses methods like co-design, ethnography, scenarios, and prototyping to understand social problems and design new solutions. It presents a model for social innovation that involves understanding behaviors and mindsets, creating new scenarios to enable positive change, prototyping solutions, and working to scale policies and practices to create social impact. The goal is to move people from just coping with problems to thriving.
Photostory: Family by Family Spring Starter Camp IIChris
The document summarizes the activities at a Family by Family camp over a weekend. On Friday, families discussed core values and identified strategies for overcoming tough times. On Saturday, families learned listening and storytelling skills, shared their personal stories, and learned about indigenous culture and animals. Sunday activities included rehearsing story sharing, role playing family recruitment, creating family profiles, developmental experiences like archery and crafts, and sharing feedback to improve future camps.
This document discusses introducing link-ups and sharing within families and training. It provides detailed text about an important aspect of training, such as people learning to recognize what got them through tough times.
What is the UK Policy Lab and how does it work? The UK government set up a Policy Lab in 2014. This presentation looks at the projects and activities to date and plans for the future.
The document discusses key concepts from the book "What Would Google Do" regarding how companies can learn from Google's approach to business. It summarizes Google's philosophy as focusing on new rules that emphasize new relationships with customers, transparency, collaboration, innovation and enabling others rather than controlling them.
What the Shrink Can Teach the Community ManagerBen Mason
This document discusses how behavioral psychology can inform community management practices. It explains that actions are more powerful than thoughts or feelings in influencing behavior change. Some key insights from psychology that are relevant for community management include: (1) forcing small actions can help align people's thoughts and feelings, (2) focusing on motivational and ease factors like collectivism, framing, and eliminating complexity can spur behavior change, (3) modern tools allow communities to involve millions of people in small actions. The document advocates applying these behavioral insights through tactics that motivate community members and make desired actions easy.
First attempt at a slide deck to support conversations with Analysis and Design stakeholders about working with their friendly Business Analyst or Portfolio Manager
The document presents a pitch for redesigning fast grocery delivery services like Gorillas to improve digital wellbeing. Through user research methods like conversations and observations, insights were gathered about users feeling lazy for using the service and wanting to support local communities. A behavior model identified issues like lacking community connection and feeling guilt. The proposed redesign incorporates positive activities theory and a social cognitive theory model to design features that improve social and emotional wellbeing, such as contributing to the local community, without interfering with the company's revenue model. The redesign and its potential effects on wellbeing and profitability need further testing and validation.
This document provides guidance on using storytelling for leadership. It outlines an 8-stage storytelling engine to craft an effective narrative: 1) Connect with the problem or need, 2) Provide context for past failures and solutions, 3) Question assumptions, 4) Present a creative shift in thinking, 5) Introduce the concept or solution, 6) Convey conviction in the vision, 7) Describe concrete impacts, and 8) Call the audience to action. Each stage focuses the narrative and moves it forward to inspire and engage the audience in creating change. The overall message is that storytelling allows leaders to effectively frame issues, showcase new ideas, and motivate others in a way that taps into human psychology.
Photostory: Family by Family Spring Starter Camp IIChris
The document summarizes the activities at a Family by Family camp over a weekend. On Friday, families discussed core values and identified strategies for overcoming tough times. On Saturday, families learned listening and storytelling skills, shared their personal stories, and learned about indigenous culture and animals. Sunday activities included rehearsing story sharing, role playing family recruitment, creating family profiles, developmental experiences like archery and crafts, and sharing feedback to improve future camps.
This document discusses introducing link-ups and sharing within families and training. It provides detailed text about an important aspect of training, such as people learning to recognize what got them through tough times.
What is the UK Policy Lab and how does it work? The UK government set up a Policy Lab in 2014. This presentation looks at the projects and activities to date and plans for the future.
The document discusses key concepts from the book "What Would Google Do" regarding how companies can learn from Google's approach to business. It summarizes Google's philosophy as focusing on new rules that emphasize new relationships with customers, transparency, collaboration, innovation and enabling others rather than controlling them.
What the Shrink Can Teach the Community ManagerBen Mason
This document discusses how behavioral psychology can inform community management practices. It explains that actions are more powerful than thoughts or feelings in influencing behavior change. Some key insights from psychology that are relevant for community management include: (1) forcing small actions can help align people's thoughts and feelings, (2) focusing on motivational and ease factors like collectivism, framing, and eliminating complexity can spur behavior change, (3) modern tools allow communities to involve millions of people in small actions. The document advocates applying these behavioral insights through tactics that motivate community members and make desired actions easy.
First attempt at a slide deck to support conversations with Analysis and Design stakeholders about working with their friendly Business Analyst or Portfolio Manager
The document presents a pitch for redesigning fast grocery delivery services like Gorillas to improve digital wellbeing. Through user research methods like conversations and observations, insights were gathered about users feeling lazy for using the service and wanting to support local communities. A behavior model identified issues like lacking community connection and feeling guilt. The proposed redesign incorporates positive activities theory and a social cognitive theory model to design features that improve social and emotional wellbeing, such as contributing to the local community, without interfering with the company's revenue model. The redesign and its potential effects on wellbeing and profitability need further testing and validation.
This document provides guidance on using storytelling for leadership. It outlines an 8-stage storytelling engine to craft an effective narrative: 1) Connect with the problem or need, 2) Provide context for past failures and solutions, 3) Question assumptions, 4) Present a creative shift in thinking, 5) Introduce the concept or solution, 6) Convey conviction in the vision, 7) Describe concrete impacts, and 8) Call the audience to action. Each stage focuses the narrative and moves it forward to inspire and engage the audience in creating change. The overall message is that storytelling allows leaders to effectively frame issues, showcase new ideas, and motivate others in a way that taps into human psychology.
Leaders of Humanity - Emanuele Quintarelli.pptxOtti Vogt
In our webcast series "Leaders for Humanity" we engage with distinguished thought leaders who are passionate about human-centric change, bridge theory and practice in their work, and are willing to provide guidance and personal wisdom to our #GoodOrganisations Inquiry. In "Socratic Dialogues" we examine three critical questions together: a) what is good? b) how can we craft good organisations? c) how can we as leaders or individuals become good and contribute?
For full Leaders fo Humanity interview with Emanuele Quintarelli see: https://www.youtube.com/watch?v=-NkAWAJuRXo
Transcript, Materials and Notes: https://goodorganisations.com/leadersforhumanity/#EMANUELEQUINTARELLI
More information about the Good Organisations inquiry: https://goodorganisations.com
Good Organisations LinkedIn page: https://www.linkedin.com/company/good-organisations/
Good Organisations Facebook: https://www.facebook.com/LeadersForHumanity/
Good Organisations YouTube channel: https://lnkd.in/ea3nhQqD
Leaders for Humanity Podcast on all major stations:
Spotify: https://open.spotify.com/show/3B5NN89pIDPgGDEPqNv0W7
Apple: https://podcasts.apple.com/gb/podcast/leaders-for-humanity/id1605487911
The document describes a therapeutic community (TC) treatment modality. A TC is an environment where members help each other get help while also helping others. It operates like a family with hierarchical roles and responsibilities. The primary therapists are peers and staff who serve as recovery models and help residents through counseling, seminars, skills development, and other rehabilitation activities. The goal of a TC is to promote positive change and prepare clients to reintegrate into the community as reformed individuals.
The document describes a therapeutic community (TC) treatment modality. A TC is an environment where members help each other get help while also helping others. It operates like a family with hierarchical roles and responsibilities. The primary therapists are peers and staff who serve as recovery models and help residents through counseling, seminars, skills development, and other rehabilitation activities. The goal of a TC is to promote positive change and prepare clients to reintegrate into the community as reformed individuals.
PA209- Tools for Ethics Managers Report (Part 1 of 2)Pauline Sanchez
There are several tools that managers can use to promote ethical behaviors and practices in organizations. Effective tools range from soft, symbolic measures like exemplary leadership from top managers, to more concrete measures like ethics audits and training. No single tool is sufficient on its own. An ideal approach uses multiple tools, including developing ethical leaders who set a good example, providing ethics training to employees, and establishing a formal code of conduct. When implemented properly through leadership commitment and ongoing efforts, ethics tools can help build an organizational culture of integrity that benefits both the organization and its employees.
Caring For The Innovator, Caring For Innovation Powerpoint For Dnp CourseDaniel Weberg
This document discusses innovation in healthcare and how to support innovators. It defines innovation as creating new processes or values that improve resources and defines the innovator as frontline healthcare workers. It argues that innovation can exist with policies if there is a balance between stability and change. It provides five strategies to care for innovators: giving autonomy and being open, providing support and respect, having patience and honesty, and valuing mistakes. The key is adapting policies quickly to reflect innovation and challenging outdated policies.
The document is a youth guide to action on maternal health. It provides an introduction and overview of the guide's purpose and structure. The guide is designed to empower and equip young people with tools and resources to raise awareness about maternal health issues through advocacy, projects, and social media campaigns. It outlines 5 sections to guide youth from getting inspired to sustain their momentum for creating lasting change. Each section highlights a step in the process and issues to consider for improving maternal health.
This document discusses the need for a new vision for healthcare organizations and how organizational behaviors can affect physician professionalism. It notes how non-profit organizations influence physician behaviors and provides examples like conflicts of interest. A new vision is critical now due to goals of improving care quality while lowering costs. The document proposes core values for healthcare organizations like beneficence, dignity, and justice, along with competencies and behaviors to demonstrate those values. Leaders must integrate professional values into all operations and ensure organizational culture supports those values.
Would you use this? UX South Africa 2016Phil Barrett
if you're an innovator, "Would you use this" is a question you really want to answer. But you can't ask it in a usability test. Usability tests can evaluate comprehension and ease of use, but test respondents can't reliably predict their own future behaviour. If you base your strategic choices on experiments where you ask them to do that, you can cause serious damage to your company.
But using the JTBD change making forces, and the MAO model, you can start to explore the factors that influence people's actions systematically . You can find out *when* and *why* people will use your new product idea, which is enough to work out whether your product is on the right track.
SpontLab is a research platform that uses exploratory tools and workshops to help organizations unlock their untapped potential and build strategies for sustainable transformation. The tools are designed to surface tacit knowledge within organizations in order to improve performance and foster collaboration. Workshops and games are used to gather insights about how organizations function from the perspectives of employees. The outcomes of the workshops and data collection are then analyzed and used to codesign solutions tailored to each organization's strengths and needs. The goal is for organizations to gain a deeper understanding of themselves through bringing hidden values and knowledge to light.
The document summarizes a book on successfully implementing and managing culture change in organizations. It provides a proven formula and model for shifting an organization's culture from old to new through defining new results and accountability, reinforcing new actions, and creating experiences that change behaviors and beliefs to achieve rapid, results-oriented change. The model emphasizes changing experiences, behaviors, and actions to produce desired results by seeing problems, owning them, solving them, and implementing solutions.
This document discusses measuring consumer behavior using means-end chains. It provides an overview of means-end chains and how they link concrete product attributes to functional and psychosocial consequences and ultimately core consumer values. The document outlines a survey conducted on fitness/sport clubs, with results showing similarities and differences across age groups and gender in attributes, consequences and values associated with club membership. Marketers can use means-end chain insights to develop targeted advertising appealing to core consumer values.
This document provides information about Dr. John Izzo and his work helping organizations improve employee engagement and quality of work. It discusses Dr. Izzo's background, expertise in leadership and workplace values, and his books on these topics. The document also lists some of Dr. Izzo's speaking topics that focus on how individuals and organizations can create meaningful change and engagement.
The document discusses creating a radically better future through breakthrough innovation and leadership. It talks about seeing problems as opportunities, switching assumptions, and innovating to create disruptive breakthroughs rather than incremental changes. Examples are given of social innovations that addressed issues like poverty and hunger by redesigning solutions and empowering local communities rather than relying on traditional aid approaches. The document advocates switching assumptions about what is possible to generate new insights and proposals.
Dr Claire El Mouden on why KPIs and annual bonuses are a waste of timeDr Claire Trévien
This document discusses why traditional KPIs and annual bonuses are ineffective ways to motivate employees. It notes that rational choice theory, which underpins traditional incentives, does not fully capture human behavior. Drawing from multiple fields including neuroscience, psychology and economics, it outlines several cognitive biases and heuristics that influence decision-making. It then provides recommendations for structuring incentives in ways that better align with how people actually think and behave, such as making incentives more timely, social, and framed in terms of losses rather than gains. The document concludes that incentives should be tailored to individuals and leverage behavioral insights to maximize motivation.
Empowering a Culture of Creativity - St Louis PresentationBig Spaceship
This document outlines how an agency empowers creativity in their organization. They do this by first defining their purpose and values. They develop a culture that rewards sharing and collaboration. They embrace frameworks over rigid processes and create an open and empowering work environment. They encourage exploration and discovery by allowing teams to tinker with new ideas. Their goal is to solve business problems from a digital perspective by connecting different experiences and viewpoints.
MeYou Health is a company founded in 2009 in Boston, MA that aims to improve consumer engagement in health and wellness programs using technology. They developed several digital products including Daily Challenge, Hello 200, QuitNet, and Walkadoo, a walking app that tracks steps using a custom-built device. Walkadoo uses social features, personalized goals and rewards to motivate walking. It also analyzes social network data to identify influencers who can help drive behavior change among their connections. MeYou Health continues developing new tools to better understand and utilize the large amounts of health data they collect.
Talk Challenging Blinders & Orthodoxies @ Painel "A Realidade e o Imaginário...Carlos Alexandre Mendes
1) The document discusses the reality and perception of career opportunities for psychologists.
2) It notes that the future will be different than the past, with new opportunities arising from technologies like biotech, artificial intelligence, and nanotechnology.
3) The author argues that psychologists should think about cross-applying their skills to new settings like entrepreneurship, authoring, and areas involving topics like UX design, creativity, teams, and digital behavior.
The document outlines a process for transforming projects into systemic change through 8 steps: 1) Establishing urgency for change, 2) Creating a vision for transformation, 3) Building a team to guide the process, 4) Communicating the vision to gain buy-in, 5) Empowering others to act on the vision, 6) Creating short-term wins to build momentum, 7) Maintaining urgency for change even after wins, and 8) Institutionalizing new policies and strategies. It then describes how one organization, the Marillac Vincentian Center, underwent this process to radically transform its project through a holistic, community-focused vision.
Leaders of Humanity - Emanuele Quintarelli.pptxOtti Vogt
In our webcast series "Leaders for Humanity" we engage with distinguished thought leaders who are passionate about human-centric change, bridge theory and practice in their work, and are willing to provide guidance and personal wisdom to our #GoodOrganisations Inquiry. In "Socratic Dialogues" we examine three critical questions together: a) what is good? b) how can we craft good organisations? c) how can we as leaders or individuals become good and contribute?
For full Leaders fo Humanity interview with Emanuele Quintarelli see: https://www.youtube.com/watch?v=-NkAWAJuRXo
Transcript, Materials and Notes: https://goodorganisations.com/leadersforhumanity/#EMANUELEQUINTARELLI
More information about the Good Organisations inquiry: https://goodorganisations.com
Good Organisations LinkedIn page: https://www.linkedin.com/company/good-organisations/
Good Organisations Facebook: https://www.facebook.com/LeadersForHumanity/
Good Organisations YouTube channel: https://lnkd.in/ea3nhQqD
Leaders for Humanity Podcast on all major stations:
Spotify: https://open.spotify.com/show/3B5NN89pIDPgGDEPqNv0W7
Apple: https://podcasts.apple.com/gb/podcast/leaders-for-humanity/id1605487911
The document describes a therapeutic community (TC) treatment modality. A TC is an environment where members help each other get help while also helping others. It operates like a family with hierarchical roles and responsibilities. The primary therapists are peers and staff who serve as recovery models and help residents through counseling, seminars, skills development, and other rehabilitation activities. The goal of a TC is to promote positive change and prepare clients to reintegrate into the community as reformed individuals.
The document describes a therapeutic community (TC) treatment modality. A TC is an environment where members help each other get help while also helping others. It operates like a family with hierarchical roles and responsibilities. The primary therapists are peers and staff who serve as recovery models and help residents through counseling, seminars, skills development, and other rehabilitation activities. The goal of a TC is to promote positive change and prepare clients to reintegrate into the community as reformed individuals.
PA209- Tools for Ethics Managers Report (Part 1 of 2)Pauline Sanchez
There are several tools that managers can use to promote ethical behaviors and practices in organizations. Effective tools range from soft, symbolic measures like exemplary leadership from top managers, to more concrete measures like ethics audits and training. No single tool is sufficient on its own. An ideal approach uses multiple tools, including developing ethical leaders who set a good example, providing ethics training to employees, and establishing a formal code of conduct. When implemented properly through leadership commitment and ongoing efforts, ethics tools can help build an organizational culture of integrity that benefits both the organization and its employees.
Caring For The Innovator, Caring For Innovation Powerpoint For Dnp CourseDaniel Weberg
This document discusses innovation in healthcare and how to support innovators. It defines innovation as creating new processes or values that improve resources and defines the innovator as frontline healthcare workers. It argues that innovation can exist with policies if there is a balance between stability and change. It provides five strategies to care for innovators: giving autonomy and being open, providing support and respect, having patience and honesty, and valuing mistakes. The key is adapting policies quickly to reflect innovation and challenging outdated policies.
The document is a youth guide to action on maternal health. It provides an introduction and overview of the guide's purpose and structure. The guide is designed to empower and equip young people with tools and resources to raise awareness about maternal health issues through advocacy, projects, and social media campaigns. It outlines 5 sections to guide youth from getting inspired to sustain their momentum for creating lasting change. Each section highlights a step in the process and issues to consider for improving maternal health.
This document discusses the need for a new vision for healthcare organizations and how organizational behaviors can affect physician professionalism. It notes how non-profit organizations influence physician behaviors and provides examples like conflicts of interest. A new vision is critical now due to goals of improving care quality while lowering costs. The document proposes core values for healthcare organizations like beneficence, dignity, and justice, along with competencies and behaviors to demonstrate those values. Leaders must integrate professional values into all operations and ensure organizational culture supports those values.
Would you use this? UX South Africa 2016Phil Barrett
if you're an innovator, "Would you use this" is a question you really want to answer. But you can't ask it in a usability test. Usability tests can evaluate comprehension and ease of use, but test respondents can't reliably predict their own future behaviour. If you base your strategic choices on experiments where you ask them to do that, you can cause serious damage to your company.
But using the JTBD change making forces, and the MAO model, you can start to explore the factors that influence people's actions systematically . You can find out *when* and *why* people will use your new product idea, which is enough to work out whether your product is on the right track.
SpontLab is a research platform that uses exploratory tools and workshops to help organizations unlock their untapped potential and build strategies for sustainable transformation. The tools are designed to surface tacit knowledge within organizations in order to improve performance and foster collaboration. Workshops and games are used to gather insights about how organizations function from the perspectives of employees. The outcomes of the workshops and data collection are then analyzed and used to codesign solutions tailored to each organization's strengths and needs. The goal is for organizations to gain a deeper understanding of themselves through bringing hidden values and knowledge to light.
The document summarizes a book on successfully implementing and managing culture change in organizations. It provides a proven formula and model for shifting an organization's culture from old to new through defining new results and accountability, reinforcing new actions, and creating experiences that change behaviors and beliefs to achieve rapid, results-oriented change. The model emphasizes changing experiences, behaviors, and actions to produce desired results by seeing problems, owning them, solving them, and implementing solutions.
This document discusses measuring consumer behavior using means-end chains. It provides an overview of means-end chains and how they link concrete product attributes to functional and psychosocial consequences and ultimately core consumer values. The document outlines a survey conducted on fitness/sport clubs, with results showing similarities and differences across age groups and gender in attributes, consequences and values associated with club membership. Marketers can use means-end chain insights to develop targeted advertising appealing to core consumer values.
This document provides information about Dr. John Izzo and his work helping organizations improve employee engagement and quality of work. It discusses Dr. Izzo's background, expertise in leadership and workplace values, and his books on these topics. The document also lists some of Dr. Izzo's speaking topics that focus on how individuals and organizations can create meaningful change and engagement.
The document discusses creating a radically better future through breakthrough innovation and leadership. It talks about seeing problems as opportunities, switching assumptions, and innovating to create disruptive breakthroughs rather than incremental changes. Examples are given of social innovations that addressed issues like poverty and hunger by redesigning solutions and empowering local communities rather than relying on traditional aid approaches. The document advocates switching assumptions about what is possible to generate new insights and proposals.
Dr Claire El Mouden on why KPIs and annual bonuses are a waste of timeDr Claire Trévien
This document discusses why traditional KPIs and annual bonuses are ineffective ways to motivate employees. It notes that rational choice theory, which underpins traditional incentives, does not fully capture human behavior. Drawing from multiple fields including neuroscience, psychology and economics, it outlines several cognitive biases and heuristics that influence decision-making. It then provides recommendations for structuring incentives in ways that better align with how people actually think and behave, such as making incentives more timely, social, and framed in terms of losses rather than gains. The document concludes that incentives should be tailored to individuals and leverage behavioral insights to maximize motivation.
Empowering a Culture of Creativity - St Louis PresentationBig Spaceship
This document outlines how an agency empowers creativity in their organization. They do this by first defining their purpose and values. They develop a culture that rewards sharing and collaboration. They embrace frameworks over rigid processes and create an open and empowering work environment. They encourage exploration and discovery by allowing teams to tinker with new ideas. Their goal is to solve business problems from a digital perspective by connecting different experiences and viewpoints.
MeYou Health is a company founded in 2009 in Boston, MA that aims to improve consumer engagement in health and wellness programs using technology. They developed several digital products including Daily Challenge, Hello 200, QuitNet, and Walkadoo, a walking app that tracks steps using a custom-built device. Walkadoo uses social features, personalized goals and rewards to motivate walking. It also analyzes social network data to identify influencers who can help drive behavior change among their connections. MeYou Health continues developing new tools to better understand and utilize the large amounts of health data they collect.
Talk Challenging Blinders & Orthodoxies @ Painel "A Realidade e o Imaginário...Carlos Alexandre Mendes
1) The document discusses the reality and perception of career opportunities for psychologists.
2) It notes that the future will be different than the past, with new opportunities arising from technologies like biotech, artificial intelligence, and nanotechnology.
3) The author argues that psychologists should think about cross-applying their skills to new settings like entrepreneurship, authoring, and areas involving topics like UX design, creativity, teams, and digital behavior.
The document outlines a process for transforming projects into systemic change through 8 steps: 1) Establishing urgency for change, 2) Creating a vision for transformation, 3) Building a team to guide the process, 4) Communicating the vision to gain buy-in, 5) Empowering others to act on the vision, 6) Creating short-term wins to build momentum, 7) Maintaining urgency for change even after wins, and 8) Institutionalizing new policies and strategies. It then describes how one organization, the Marillac Vincentian Center, underwent this process to radically transform its project through a holistic, community-focused vision.
Revolutionizing the Digital Landscape: Web Development Companies in Indiaamrsoftec1
Discover unparalleled creativity and technical prowess with India's leading web development companies. From custom solutions to e-commerce platforms, harness the expertise of skilled developers at competitive prices. Transform your digital presence, enhance the user experience, and propel your business to new heights with innovative solutions tailored to your needs, all from the heart of India's tech industry.
ARENA - Young adults in the workplace (Knight Moves).pdfKnight Moves
Presentations of Bavo Raeymaekers (Project lead youth unemployment at the City of Antwerp), Suzan Martens (Service designer at Knight Moves) and Adriaan De Keersmaeker (Community manager at Talk to C)
during the 'Arena • Young adults in the workplace' conference hosted by Knight Moves.
Decormart Studio is widely recognized as one of the best interior designers in Bangalore, known for their exceptional design expertise and ability to create stunning, functional spaces. With a strong focus on client preferences and timely project delivery, Decormart Studio has built a solid reputation for their innovative and personalized approach to interior design.
Practical eLearning Makeovers for EveryoneBianca Woods
Welcome to Practical eLearning Makeovers for Everyone. In this presentation, we’ll take a look at a bunch of easy-to-use visual design tips and tricks. And we’ll do this by using them to spruce up some eLearning screens that are in dire need of a new look.
Technoblade The Legacy of a Minecraft Legend.Techno Merch
Technoblade, born Alex on June 1, 1999, was a legendary Minecraft YouTuber known for his sharp wit and exceptional PvP skills. Starting his channel in 2013, he gained nearly 11 million subscribers. His private battle with metastatic sarcoma ended in June 2022, but his enduring legacy continues to inspire millions.
Architectural and constructions management experience since 2003 including 18 years located in UAE.
Coordinate and oversee all technical activities relating to architectural and construction projects,
including directing the design team, reviewing drafts and computer models, and approving design
changes.
Organize and typically develop, and review building plans, ensuring that a project meets all safety and
environmental standards.
Prepare feasibility studies, construction contracts, and tender documents with specifications and
tender analyses.
Consulting with clients, work on formulating equipment and labor cost estimates, ensuring a project
meets environmental, safety, structural, zoning, and aesthetic standards.
Monitoring the progress of a project to assess whether or not it is in compliance with building plans
and project deadlines.
Attention to detail, exceptional time management, and strong problem-solving and communication
skills are required for this role.
PDF SubmissionDigital Marketing Institute in NoidaPoojaSaini954651
https://www.safalta.com/online-digital-marketing/advance-digital-marketing-training-in-noidaTop Digital Marketing Institute in Noida: Boost Your Career Fast
[3:29 am, 30/05/2024] +91 83818 43552: Safalta Digital Marketing Institute in Noida also provides advanced classes for individuals seeking to develop their expertise and skills in this field. These classes, led by industry experts with vast experience, focus on specific aspects of digital marketing such as advanced SEO strategies, sophisticated content creation techniques, and data-driven analytics.
3. BOLD IDEAS. BETTER LIVES.
THE AUSTRALIAN CENTRE FOR SOCIAL INNOVATION
ageing immigration & settlement
teenage pregnancy
drug & alcohol use
worklessness
child protection
social isolation
energy use
17. look
what behaviours
lead to the
good life?
PROBLEM
PEOPLE
EVIDENCE
18. look
what behaviours
lead to the
good life?
PROBLEM BEHAVIOURS & MINDSETS
PEOPLE
EVIDENCE
19. look
what behaviours
lead to the
good life?
PROBLEM BEHAVIOURS & MINDSETS
PEOPLE
EVIDENCE
create
what practice
could enable
good living?
20. look
what behaviours
lead to the
good life?
PROBLEM BEHAVIOURS & MINDSETS
PEOPLE
EVIDENCE
create
what practice
could enable
good living?
NEW SCENARIOS
21. look
what behaviours
lead to the
good life?
PROBLEM BEHAVIOURS & MINDSETS
PEOPLE
EVIDENCE
create
what practice
could enable
good living?
NEW SCENARIOS
prototype
how to make
good practice
happen?
22. look
what behaviours
lead to the
good life?
PROBLEM BEHAVIOURS & MINDSETS
PEOPLE
EVIDENCE
create
NEW PRACTICE what practice
could enable
good living?
NEW SCENARIOS
prototype
how to make
good practice
happen?
23. look
what behaviours
lead to the
good life?
PROBLEM BEHAVIOURS & MINDSETS
PEOPLE
EVIDENCE
create
NEW PRACTICE what practice
could enable
prototype good living?
NEW SCENARIOS
how can policy
enable good
practice ? prototype
how to make
good practice
happen?
24. look
what behaviours
lead to the
good life?
NEW POLICY
PROBLEM BEHAVIOURS & MINDSETS
PEOPLE
EVIDENCE
create
NEW PRACTICE what practice
could enable
prototype good living?
NEW SCENARIOS
how can policy
enable good
practice ? prototype
how to make
good practice
happen?
25. build look
how can we
scale good policy what behaviours
& practice? lead to the
good life?
NEW POLICY
PROBLEM BEHAVIOURS & MINDSETS
PEOPLE
EVIDENCE
create
NEW PRACTICE what practice
could enable
prototype good living?
NEW SCENARIOS
how can policy
enable good
practice ? prototype
how to make
good practice
happen?
26. SOCIAL IMPACT
build look
how can we
scale good policy what behaviours
& practice? lead to the
good life?
NEW POLICY
PROBLEM BEHAVIOURS & MINDSETS
PEOPLE
EVIDENCE
create
NEW PRACTICE what practice
could enable
prototype good living?
NEW SCENARIOS
how can policy
enable good
practice ? prototype
how to make
good practice
happen?
27. Steering group Approval
Draft circulated improves policy procedure
Incorporation
to key stakeholders
of policy into
practice manuals
Interstate &
international
TOP DOWN
research Policy rollout
by email
& possible
training
policy making
Manager, team, Policy
& policy writer implemented
brainstorm tasks
start success
Spend time with Solution
people experiencing implemented
the problem
28.
29.
30. TOOLS TO GET TO THE FUTURE
1 CO-DESIGNING(NOT CONSULTATING)
2 COMPARE BEHAVIOURS
3 LEARN FROM WHAT WORKS
4 PROTOTYPING
31. Elsie
Nigel
CRISIS GETTING BY DOING WELL
coping & isolation stress bearable stress investment stress
32. JUST COPING: BEHAVIOURS & MINDSET THRIVING: BEHAVIOURS & MINDSET
Nigel Elsie
TESS’S FAMILY
Self preservation Self development
Doing what’s familiar Trying what’s different
ReactiveOUT OF CRISIS
IN & decision making Strategic decision making
Negative feedback Positive feedback
Insulating family from outside Brokering to opportunities outside family