The document discusses Lean Kanban and service climate diagnostics. It provides information on Stephen Parry as an author on Lean topics. It then discusses various "doors" an organization can take to embrace Lean and why some approaches are better than others. It also summarizes a service climate diagnostic tool called Climetrics® and how it can be used to assess an organization. Several examples are given of how the diagnostic was used to measure improvements after transformations at different companies.
Content from my books on employer branding: "Brand from the Inside", "Brand for Talent". Includes definitions and how to embark on an employer branding initiative.
Content from my books on employer branding: "Brand from the Inside", "Brand for Talent". Includes definitions and how to embark on an employer branding initiative.
presentation on the ASQT 2010 (Anwenderkonferenz Softwarequalität und Test) September 8th-10th, 2010 at the Alpen-Adria Universität Klagenfurt / Austria.
Ensuring the succcess of your family businessBusiness Link
This seminar looks at the advantages gained by family businesses and will help you to capitalise on these strengths. Presented by Tony Haffenden, it also looks at some of the key challenges and suggests ways that they can be turned into positives for business growth and success.
Know how leadership program can help your businessGIO
Successful businesses have the idea that investing in the next generation of leaders is vital to maintain the gain competitive and
achieve long-term corporate growth.
2012 Lean Kanban France Stephen Parry Sense and RespondStephen Parry
Stephen Parry Keynote Speech.
Author of Sense and Respond: The Journey to Customer Purpose.
Lean and Kanban: What’s the purpose?
This keynote speech will discuss what we mean by changing our thinking and the mind-sets of organisations. What are the challenges for our methods and our movement as a whole? How are we dealing with those challenges and what is needed from our community for future success. In essence, what is Lean Kanban’s purpose and have we set our sights high enough?
What is the difference between a traditional organization and a sense and respond lean organization.
Designing Adaptive, Innovative and Engaging Organisations using Sense and Respond 3.0 Adaptive Lean Principles.
What do Adaptive Lean principles tell us about the way we need to design, build and operate modern businesses? Can we design organizations that are adaptive, innovative and engaging for employees and customers alike? Can we really change cultures in reasonably short time-frames?
This presentation based on the most recent research from work psychology will provide counter intuitive insights into the ‘industrial management’ mind set, its impact on the design of work and management behaviors. And of course we will provide tested countermeasures to design back in employee willing contribution and establish a real human enterprise that leads to long term prosperity.
presentation on the ASQT 2010 (Anwenderkonferenz Softwarequalität und Test) September 8th-10th, 2010 at the Alpen-Adria Universität Klagenfurt / Austria.
Ensuring the succcess of your family businessBusiness Link
This seminar looks at the advantages gained by family businesses and will help you to capitalise on these strengths. Presented by Tony Haffenden, it also looks at some of the key challenges and suggests ways that they can be turned into positives for business growth and success.
Know how leadership program can help your businessGIO
Successful businesses have the idea that investing in the next generation of leaders is vital to maintain the gain competitive and
achieve long-term corporate growth.
2012 Lean Kanban France Stephen Parry Sense and RespondStephen Parry
Stephen Parry Keynote Speech.
Author of Sense and Respond: The Journey to Customer Purpose.
Lean and Kanban: What’s the purpose?
This keynote speech will discuss what we mean by changing our thinking and the mind-sets of organisations. What are the challenges for our methods and our movement as a whole? How are we dealing with those challenges and what is needed from our community for future success. In essence, what is Lean Kanban’s purpose and have we set our sights high enough?
What is the difference between a traditional organization and a sense and respond lean organization.
Designing Adaptive, Innovative and Engaging Organisations using Sense and Respond 3.0 Adaptive Lean Principles.
What do Adaptive Lean principles tell us about the way we need to design, build and operate modern businesses? Can we design organizations that are adaptive, innovative and engaging for employees and customers alike? Can we really change cultures in reasonably short time-frames?
This presentation based on the most recent research from work psychology will provide counter intuitive insights into the ‘industrial management’ mind set, its impact on the design of work and management behaviors. And of course we will provide tested countermeasures to design back in employee willing contribution and establish a real human enterprise that leads to long term prosperity.
Its not what you think but how you think.
Traditional Silo measurement vs. End to End measurement
Measuring purpose
How you think determines what you measure.
If you measure your business using averages, you will get an average business.
Lean Kanban United Kingdom 2013, Modern Management Methods, Lean Leadership, Climetrics, Service Climate, Work Climate, Sense and Respond 3.0, Lean Organizational Design,
With formidable innovative expertise in supporting HR processes, Merging Spirit will ensure that your merger or acquisition transaction is creating profitable value
How to build a culture that supports growth june 27 2012Chris R. Keller
Having a good culture within your company is critical for success, employee productivity and creativity. Read this presentation now to learn how to create a culture within your small business or company that foster success and lead to higher profits.
Do you think you know what motivates your employees? You might be surprised!
This webinar focuses on understanding what benefits really shape employee behavior. It surfaces trends, best company practices and challenges, and traditional paradigms for driving employee engagement and performance. We will explore cross-generational and cross-cultural values that link to job satisfaction, commitment, and sustainability.
Watch the On-Demand webinar and hear an action-packed discussion on:
Old vs. New Directions for Corporate Benefits
The Common Thread for Motivators and De-motivators of Employee Job Performance
Is Hertzberg’s Theory Humbug?
How to Ensure Predictive Performance Through Customized Employee Motivators
Enterprise 2.0 Summit 2013 presentation on Work Ethos and Purpose, as what comes next, after Expertise, and Collaboration. We need the systems to help organizations understand each person's purpose, if we really want to engage employees and gain productivity
2012 Tim Wade slides - Leading Change? Yes We Can!Tim Wade
Explanatory slides from Tim Wade's leading change sessions. Tim Wade speaks to corporate, government and convention audiences about leadership, change, psychology and productivity for positive performance results. The focus is on the mindset of the leaders and the recipients of the change information. He presents information on how the brain processes, filters and then interprets filtered information from which the person responds. But if the filter is negative or destructive, then the response will be inapproriate. For this he introduces his V9 profile to encourage people to Lead, Develop, Give and Seek in order to transition to and maintain a "mindset of victory". Change leadership requires us to acknowledge that our audiences may be responding poorly to change instructions as a result of their default mindsets, more so than from the quality of the communication or the extent to which recipients have been trained. The poor results then show in performance evaluations, but the problem stems from styles of thinking. Tim Wade says that the starting point is awareness, including awareness of our relationships with self and with others. As we improve both, we begin to transition to a Victor mindset, because to do both, we would be asking better questions, and developing our self-confidence and our desire to help and develop others towards a common beneficial goal. www.timwade.com
This is the institutional presentation of Instituto Yiesia of Corporate Governance and Compliance. Instituto Yiesia renders advisory services aiming at generating value to companies through corporate governance instruments. Private Equity and Venture Capital Funds may benefit from it in the fund raising process. Hope you all enjoy it. Reinvent your company, gain market share, promote the sustainability of your business, achieve another step of leadership among peers. Even if it´s not your intention to sell your company, do an IPO or even get an institutional parter, it´s always advisable to see your company as a "liquid investment" when your corporate governance and compliance practices are all in place. Take advantage of it!
How a corporate governance and compliance framework is able to generate added value to any company
FASTER ADAPTABILITY IS THE NEW CORE COMPETENCY IN THE NEW ECONOMYStephen Parry
Can we design organisations that are adaptive, innovative and engaging for employees, managers and leaders alike?
This presentation will demonstrate the importance of organisational design and route-map sequencing to create conducive work-climates to drive deeper customer engagement and faster organisational responses.
Almost daily, managers face multiple choices for work design, measurement, rewards, organisational structures, working practices and approaches to management and staff relationships just to keep the day-to-day business running- let alone respond to future business needs. In this presentation, we look at the most important items to align to create a highly responsive organisation.
We will start by examining the work-climate to understand how management choices interact in complex ways to create a perception of ‘how it feels to work here’. Research has demonstrated that workclimate perceptions are a proven predictor of long-term business performance.
By examining the ‘work-climate’, we can then ask the following questions:
What are the best choices for managers to make to increase performance and adaptability?
What needs to be eradicated?
What needs to be redesigned?
Where do we need to start?
About Stephen Parry
Biog PhotoStephen Parry is an international leader and organisational architect, designing and creating adaptive organisations. He has a world-class reputation for passionate leadership and organisational transformation by changing the way employees, managers and leaders think about their business and their customers.
He is the author of Sense and Respond: The Journey to Customer Purpose (Palgrave), a highly regarded book written as a follow-up to his award-winning organisational transformations. His change work was recognised when he received Best Customer Service Strategy at the National Business Awards.
Stephen believes that organisations must be designed around the needs of customers through the application of employee creativity, innovation and willing contribution. This was recognised when his approach received awards from the European Service Industry for the Best People Development Programme and a personal award for Innovation and Creativity. His clients include many global corporations and national governments: SAP, LEGO, BT, UK government, police authorities, financial services, Telcos, retail, Legal Services, IT and software companies, outsourcing and shared services.
Power Your PMO with the Adaptive Enterprise Stephen Parry
Business is evolving. Today’s customer expects an instant response to their demands. Today’s executive expects the PMO to deliver with unprecedented speed and accuracy. The name of the game is adaptability – not predictability.
Annual planning and cumbersome project lifecycles are no longer enough to meet these challenges. A new mindset is needed – one that enables the PMO to constantly evaluate and innovate as opportunities emerge, adding business value beyond tasks and processes.
Join this webinar with internationally renowned Author, Keynote Speaker and Change Architect, Stephen Parry at Lloyd Parry International and Carina Hatfield CPA, Senior Product Manager at Planview, to explore:
How to create an adaptive PMO that flexes to the speed of change
How to build a PMO that is responsive to the business need
How to promote executive confidence, even in times of uncertainty
How to create budgets, plans and resource maps that deliver the strategy but respond to the reality
How to partner with the business and become an Enterprise PMO
Using Agile methods and practices for the management of work does not necessarily lead to an adaptive business.
So what do Lean and Agile principles tell us about the way we need to design, build and operate modern businesses? Can we design organisations that are adaptive, innovative and engaging for customers, employees, managers and leaders alike? The presentation will demonstrate the importance of creating the right work-climate for Agile to manage work more effectively and to go further ensuring the business as a whole can become highly adaptive to their customers and the marketplace.
Description: Lean and Agile workplaces depend heavily on the management choices for work design, measurement, rewards, team structures, working practices, methods and approaches to management and staff relationships.
These choices combine in complex ways to create a perception of ‘how it feels to work here’, which we call the ‘work-climate’. Research has demonstrated that work-climate is a proven predictor of long-term business performance.
By examining the ‘work-climate’, we can then ask the following questions:
What are the best choices for managers and staff to make?
What needs to be eradicated?
What needs to be redesigned?
How do we put the customer and our employees at the heart of the business?
The survey provides direction and demonstrable evidence the work-climate is moving in the right direction to support Lean and Agile working.
Designing organisations that work for Lean and Agile thinking people. Europea...Stephen Parry
Abstract: What do Lean and Agile principles tell us about the way we need to design, build and operate modern businesses? Can we design organisations that are adaptive, innovative and engaging for employees, managers and leaders alike? The presentation will demonstrate the importance of organisational design and route-map sequencing to create conducive work-climates for Lean and Agile thinkers.
Description: Lean and Agile workplaces depend heavily on the management choices for work design, measurement, rewards, organisational structures, working practices, methods and approaches to management and staff relationships.
These choices combine in complex ways to create a perception of ‘how it feels to work here’, which we call the ‘work-climate’. Research has demonstrated that work-climate is a proven predictor of long-term business performance.
During any change program, behaviours take time to adjust to new practices. Therefore, measuring and plotting the change in the work-climate provides assurance your changes are having the desired effect. Measuring and monitoring the work-climate will also detect any undesired effects and enable corrective actions to be taken.
By examining the ‘work-climate’, we can then ask the following questions:
What are the best choices for managers to make?
What needs to be eradicated?
What needs to be redesigned?
Our survey method, in addition to assessing behaviours, provides insight into the influence on the work-climate as a result of management choices in the following areas:
• How organisational design impacts collaboration
• Managing practices, such as continuous-improvement and governance
• End-to-end service performance
• Service quality
• Innovation and change ability
• Customer centricity
• Leadership style
The survey provides direction and demonstrable evidence the work-climate is moving in the right direction to support Lean and Agile working.
Contact centers. avoid the waste but not the valueStephen Parry
CORE Profile: A Customer Purpose Framework for Contact Centers
The customer purpose defines value, and value defines meaningful work, everything else is waste. The organisation and its leaders need to know what to optimise, what to remove, what types of demand to increase, and what types of demand may present opportunities to create new products or services. Our research indicates that most operational managers and leaders think they know what waste is, but in reality what they consider to be value is in fact intuitional waste, habitualized by calling it value.
Most companies genuinely want to create value for their customers and sincerely believe that their customer-service operations are indeed doing that, but often they are simply restoring lost value caused by a failure to do something right the first time.