This document discusses building an organization's capacity for change. It identifies that seven out of ten change initiatives fail due to five root causes: low trust, lack of focus, poor capability, weak commitment, and delayed results. The document presents research that analyzed 50 organizations and found those most successful at change addressed these root causes through establishing a common purpose, clear direction, developing capacity, inspiring commitment, and achieving results. It advocates applying a proven five-principle Ascent Process to immediately improve performance gaps and continuously applying all five principles to achieve sustained optimal performance when undergoing change.
Modern Taylorism is rampant, Nokia Mobile Phones collapsed. Coordination Chaos is the logistics at the center, causing a drop of productivity and management by fear. Actionable Fearless Leadership does the right things to create the Agile Learning Organization.
How to do Change Management for mandatory changeProsci ANZ
Many change projects are mandatory - compliance, regulatory, systems and restructures to name a few. These “No Choice Changes” present special challenges for change practitioners. How can we engage stakeholders when they have no real say in the decision to make the change or the solution? How can we build buy in when there is little What’s in it for Me?
Join our next Change Community of Practice Webinar to tap into the wisdom of our consulting team and share your experiences and lessons learned:
- The challenges of mandatory change
- Snapshot of Prosci Best Practices research findings
- Top 5 tips for effective Change Management
Here are my Top 5 Tips for Change Management on Hard to Change - last night in Canberra we had a stimulating session with 90 members from AIPM, ACS and IIBA.
Please share your tips!
The People Case: How to Convince Your Organisation to Invest in ChangeProsci ANZ
Having trouble convincing your stakeholders of the need to invest in Change Management capability? Do you face a constant challenge promoting the value of Change Management within your organisation?
Hear first-hand our practical tips on how to communicate the return on investment of Change Management.
Growing yourself as a transformational leader - with annotations sept 2017Michael Hamman
In all of my years helping leaders grow their capacity to lead and manage in an agile environment, I've come to the conclusion: in order to lead an agile transformation, leaders and managers will need to transform themselves.
This no-nonsense talk presents some perspectives on the role and the path of the Transformational Agile Leader. First, we inquire into what we mean by “transformation” (it probably doesn’t mean what you think it means). Then, we delve into the nature of the mindset shift necessary of the Transformational Agile Leader.
When effective in this leadership role, the Agile Leader operates across three horizons of leadership: Personal-Leadership, Relationship-Leadership and Organization-Leadership. A walk-through of each of these horizons will take us into a final discussion about what takes to fully occupy this role of the Agile Leader, and the nature of the the internal OS 'upgrade' this requires.
Modern Taylorism is rampant, Nokia Mobile Phones collapsed. Coordination Chaos is the logistics at the center, causing a drop of productivity and management by fear. Actionable Fearless Leadership does the right things to create the Agile Learning Organization.
How to do Change Management for mandatory changeProsci ANZ
Many change projects are mandatory - compliance, regulatory, systems and restructures to name a few. These “No Choice Changes” present special challenges for change practitioners. How can we engage stakeholders when they have no real say in the decision to make the change or the solution? How can we build buy in when there is little What’s in it for Me?
Join our next Change Community of Practice Webinar to tap into the wisdom of our consulting team and share your experiences and lessons learned:
- The challenges of mandatory change
- Snapshot of Prosci Best Practices research findings
- Top 5 tips for effective Change Management
Here are my Top 5 Tips for Change Management on Hard to Change - last night in Canberra we had a stimulating session with 90 members from AIPM, ACS and IIBA.
Please share your tips!
The People Case: How to Convince Your Organisation to Invest in ChangeProsci ANZ
Having trouble convincing your stakeholders of the need to invest in Change Management capability? Do you face a constant challenge promoting the value of Change Management within your organisation?
Hear first-hand our practical tips on how to communicate the return on investment of Change Management.
Growing yourself as a transformational leader - with annotations sept 2017Michael Hamman
In all of my years helping leaders grow their capacity to lead and manage in an agile environment, I've come to the conclusion: in order to lead an agile transformation, leaders and managers will need to transform themselves.
This no-nonsense talk presents some perspectives on the role and the path of the Transformational Agile Leader. First, we inquire into what we mean by “transformation” (it probably doesn’t mean what you think it means). Then, we delve into the nature of the mindset shift necessary of the Transformational Agile Leader.
When effective in this leadership role, the Agile Leader operates across three horizons of leadership: Personal-Leadership, Relationship-Leadership and Organization-Leadership. A walk-through of each of these horizons will take us into a final discussion about what takes to fully occupy this role of the Agile Leader, and the nature of the the internal OS 'upgrade' this requires.
Ignore middle managers at your peril!!!. Why middle managers hold the key to ...IQ Business - agility@IQ
Lack of Executive buy-in is known to be one the leading causes of failed Agile transformations! But what about another level of management buy-in that can either make or break your agile transformation efforts… Middle management!
Based on my experience in large corporate organisations undergoing an agile transformation, I have encountered massive support and buy-in from senior leadership and executives. Yet, still some of these transformations have failed to see the significant improvement in results that there were expecting. Middle management are often overlooked in Agile transformation initiatives, yet they are the people most effected by the change… and therefore the most likely to resist.
Change Management for Strategy Execution & Sustainable ResultsClearAction
For an updated version of this presentation: https://www.slideshare.net/clearaction/change-management-for-strategy-execution-sustainable-results
How to implement new processes, technologies, and strategies with maximum engagement and minimal resistance. Applications to customer experience management, marketing operations, and any business challenge.
See https://ClearAction.com
ERM occasionally sponsors free seminars in Southeast Michigan. In this particular short presentation I explore how injuries are really just process failures.
Memo to the c suite- you are not the main driver of changeFabio Mittelstaedt
Many executives still believe organization change should be driven from the top down. Others believe in the bottom up approach. But most successful change programs radiate neither from the top nor bottom of the organization, but from the center – from business unit leaders. From the top down business unit leaders translate the corporate vision into terms staffers can understand and embrace. From the bottom up they ensure teams below them are well led and have the resources to do their jobs. Successful change requires strong leadership at all levels. And what is the role of the C-suite in driving change? Be the catalyst...not the driver.
Community of Practice Webinar - What makes a good (or great) change manager? Prosci ANZ
As Change Management develops as a profession, we are building a better understanding of what makes a good (or great) Change Manager. Certification or university qualifications are important but not enough!
- Topics we will cover:
- Recap on the role of the Change Manager
- Qualifications vs experience - what matters most?
- Snapshot of Prosci Best Practices research
- Top 5 insights from our consulting team
- Q & A
Having observed change over the past decade, it is clear that change is now the new normal. Working with multinational conglomerates, recent years have proven that only constant has been change. To keep up with these changes, we need to maintain a more agile mindset is all aspects. Change helps us keep ourselves challenged and agile in body and mind, affects our actions, work and attitude.
Sky diving. Bungee jumping. Implementing change. They are all good ideas, but who wants to go first? When it comes to most employees, the usual answer is: “Not me!” How then, can your organization get better, compete and grow?
In today’s highly competitive and uncertain environment, implementing strategic change is vital. Yet, seven out of ten initiatives fail to deliver the desired results. You and your team must overcome resistance to change, develop effective habits and focus on what’s right, not who’s right.
In this webinar, author and consultant, Juan Riboldi reveals the five keys for overcoming resistance to change. Learn how effective leaders gain wide-spread commitment for making strategic initiatives produce significant returns in 100 days and over time.
By the end of this webinar you will know how to:
• Create a powerful coalition of allies
• Build common purpose around a shared vision
• Focus the organization on the most vital priorities
• Develop a critical number of change champions
• Maximize the value of your resources
Join us for an informative and engaging presentation from the expert in mastering change—Juan Riboldi. Bring up your questions and receive sound advice to lead change in your organization.
To learn more about Ascent Advisor visit us at: www.ascent-advisor.com
Change Management Solutions for Strategic Innovation | Eninracseoeninrac
Unlock Success with Innovation and Change Management. We focus on the people side of strategy implementation, defining change, building change agent capacity, and more.
Adopt Adapt and Apply IT Best Practices - David RatcliffePink Elephant
Adopt. Adapt. Apply!
No, this is not just a cute play on words. These particular three words strung together help to convey the notion that successful business results happens when there has been a “fit for purpose” approach applied to Continual Service Improvement (CSI).
The magic of successful execution of any business framework or model happens when organisations become experts at “adopting” and “adapting” best practices to solve their organisation’s challenges. Whether it’s ITIL®, COBIT®, or whatever, this means that to be a highly effective IT manager you need to understand the needs of your business first, and then what processes and guidance would be most valuable to help address those needs. When you boil it down, the challenge to IT organisations is to know the value of a particular framework, and how it can – and more importantly should – be adapted and applied to your environment. That’s when the magic happens!
David is on hand to take you through very important considerations for dealing with the realities of leveraging best practices and delivering business value. He’ll discuss the dangers of “implementing by the book”, and also highlight several important factors to consider for adopting, adapting and applying the guidance to deliver the desired business value.
This presentation is a book review of the Fail-Safe Leadership book which provides a candid look at leadership processes, managerial effectiveness, and describes more efficient and effective processes to improve the results of your team. Contact us for more information at dave.gregory@inspiredperformancesolutions.com
Reinvent Performance Management into a Leadership ProcessHuman Capital Media
You’ve heard all the buzz and stats: A majority of organizations want to improve their performance management system. Many are getting rid of their ratings. Most are struggling with leaders who can’t coach or give feedback. Almost all agree that performance management is broken.
Have you been tasked to review your system? Are you stuck trying to figure out your next best move? Join us for a one-hour webinar to gain insights and ideas on how to reinvent your approach to performance management:
Transform it from a HR process to a leadership process
Recognize common pitfalls
Consider the science of human motivation
Change the goal of performance management to improved performance
Transition from Annual Performance Evaluations to an Atmosphere of Coaching:
1) Realize the flawed nature of the performance appraisals.
2) Take the steps to get out of your current situation.
3) Identify the common threads of coaching and development.
4) Learn to identify job fit and specialized knowledge about employees.
5) Determine job fit and compatibility with co-workers.
Baldrige Performance Excellence Process Overview - 2015 TapRooT SummitKevin McManus
This presentation by Kevin McManus at the 2015 TapRooT® Summit provides an overview of the Baldrige Performance Excellence process. Send me a IM if you want more details. Keep improving!
Ignore middle managers at your peril!!!. Why middle managers hold the key to ...IQ Business - agility@IQ
Lack of Executive buy-in is known to be one the leading causes of failed Agile transformations! But what about another level of management buy-in that can either make or break your agile transformation efforts… Middle management!
Based on my experience in large corporate organisations undergoing an agile transformation, I have encountered massive support and buy-in from senior leadership and executives. Yet, still some of these transformations have failed to see the significant improvement in results that there were expecting. Middle management are often overlooked in Agile transformation initiatives, yet they are the people most effected by the change… and therefore the most likely to resist.
Change Management for Strategy Execution & Sustainable ResultsClearAction
For an updated version of this presentation: https://www.slideshare.net/clearaction/change-management-for-strategy-execution-sustainable-results
How to implement new processes, technologies, and strategies with maximum engagement and minimal resistance. Applications to customer experience management, marketing operations, and any business challenge.
See https://ClearAction.com
ERM occasionally sponsors free seminars in Southeast Michigan. In this particular short presentation I explore how injuries are really just process failures.
Memo to the c suite- you are not the main driver of changeFabio Mittelstaedt
Many executives still believe organization change should be driven from the top down. Others believe in the bottom up approach. But most successful change programs radiate neither from the top nor bottom of the organization, but from the center – from business unit leaders. From the top down business unit leaders translate the corporate vision into terms staffers can understand and embrace. From the bottom up they ensure teams below them are well led and have the resources to do their jobs. Successful change requires strong leadership at all levels. And what is the role of the C-suite in driving change? Be the catalyst...not the driver.
Community of Practice Webinar - What makes a good (or great) change manager? Prosci ANZ
As Change Management develops as a profession, we are building a better understanding of what makes a good (or great) Change Manager. Certification or university qualifications are important but not enough!
- Topics we will cover:
- Recap on the role of the Change Manager
- Qualifications vs experience - what matters most?
- Snapshot of Prosci Best Practices research
- Top 5 insights from our consulting team
- Q & A
Having observed change over the past decade, it is clear that change is now the new normal. Working with multinational conglomerates, recent years have proven that only constant has been change. To keep up with these changes, we need to maintain a more agile mindset is all aspects. Change helps us keep ourselves challenged and agile in body and mind, affects our actions, work and attitude.
Sky diving. Bungee jumping. Implementing change. They are all good ideas, but who wants to go first? When it comes to most employees, the usual answer is: “Not me!” How then, can your organization get better, compete and grow?
In today’s highly competitive and uncertain environment, implementing strategic change is vital. Yet, seven out of ten initiatives fail to deliver the desired results. You and your team must overcome resistance to change, develop effective habits and focus on what’s right, not who’s right.
In this webinar, author and consultant, Juan Riboldi reveals the five keys for overcoming resistance to change. Learn how effective leaders gain wide-spread commitment for making strategic initiatives produce significant returns in 100 days and over time.
By the end of this webinar you will know how to:
• Create a powerful coalition of allies
• Build common purpose around a shared vision
• Focus the organization on the most vital priorities
• Develop a critical number of change champions
• Maximize the value of your resources
Join us for an informative and engaging presentation from the expert in mastering change—Juan Riboldi. Bring up your questions and receive sound advice to lead change in your organization.
To learn more about Ascent Advisor visit us at: www.ascent-advisor.com
Change Management Solutions for Strategic Innovation | Eninracseoeninrac
Unlock Success with Innovation and Change Management. We focus on the people side of strategy implementation, defining change, building change agent capacity, and more.
Adopt Adapt and Apply IT Best Practices - David RatcliffePink Elephant
Adopt. Adapt. Apply!
No, this is not just a cute play on words. These particular three words strung together help to convey the notion that successful business results happens when there has been a “fit for purpose” approach applied to Continual Service Improvement (CSI).
The magic of successful execution of any business framework or model happens when organisations become experts at “adopting” and “adapting” best practices to solve their organisation’s challenges. Whether it’s ITIL®, COBIT®, or whatever, this means that to be a highly effective IT manager you need to understand the needs of your business first, and then what processes and guidance would be most valuable to help address those needs. When you boil it down, the challenge to IT organisations is to know the value of a particular framework, and how it can – and more importantly should – be adapted and applied to your environment. That’s when the magic happens!
David is on hand to take you through very important considerations for dealing with the realities of leveraging best practices and delivering business value. He’ll discuss the dangers of “implementing by the book”, and also highlight several important factors to consider for adopting, adapting and applying the guidance to deliver the desired business value.
This presentation is a book review of the Fail-Safe Leadership book which provides a candid look at leadership processes, managerial effectiveness, and describes more efficient and effective processes to improve the results of your team. Contact us for more information at dave.gregory@inspiredperformancesolutions.com
Reinvent Performance Management into a Leadership ProcessHuman Capital Media
You’ve heard all the buzz and stats: A majority of organizations want to improve their performance management system. Many are getting rid of their ratings. Most are struggling with leaders who can’t coach or give feedback. Almost all agree that performance management is broken.
Have you been tasked to review your system? Are you stuck trying to figure out your next best move? Join us for a one-hour webinar to gain insights and ideas on how to reinvent your approach to performance management:
Transform it from a HR process to a leadership process
Recognize common pitfalls
Consider the science of human motivation
Change the goal of performance management to improved performance
Transition from Annual Performance Evaluations to an Atmosphere of Coaching:
1) Realize the flawed nature of the performance appraisals.
2) Take the steps to get out of your current situation.
3) Identify the common threads of coaching and development.
4) Learn to identify job fit and specialized knowledge about employees.
5) Determine job fit and compatibility with co-workers.
Baldrige Performance Excellence Process Overview - 2015 TapRooT SummitKevin McManus
This presentation by Kevin McManus at the 2015 TapRooT® Summit provides an overview of the Baldrige Performance Excellence process. Send me a IM if you want more details. Keep improving!
Baldrige Performance Excellence Process Overview - 2015 TapRooT® SummitKevin McManus
This presentation, by Kevin McManus at the 2015 TapRooT® Summit, provides an overview of the Baldrige Performance Excellence Process. Send me an IM if you have questions. Keep improving!
1C H A P T E R1 AVON PRODUCTS, INC. .docxjesusamckone
1
C H A P T E R
1
AVON PRODUCTS, INC.
MARC EFFRON
A leadership development and talent turnaround system designed for executives
that leverage 360 - degree feedback, a leadership skill/competency model, and indi-
vidual development planning.
Introduction
A Success - Driven Challenge
The Turnaround
The Talent Challenge
Execute on the “ What, ” Differentiate with “ How ”
From Opaque to Transparent
The Avon 360
Broad - Based Transparency
From Complex to Simple
Performance Management
Engagement Survey
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■
■
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EBSCO Publishing : eBook Collection (EBSCOhost) - printed on 6/6/2020 8:17 PM via STRAYER UNIVERSITY
AN: 305508 ; Carter, Louis, Goldsmith, Marshall.; Best Practices in Talent Management : How the World's Leading Corporations Manage, Develop, and Retain Top
Talent
Account: strayer.main.eds-live
2 Best Practices in Talent Management
From Egalitarian to Differentiated
Communication to Leadership Teams
A Few Big Bets
Tools and Processes
From Episodic to Disciplined
From Emotional to Factual
From Meaningless to Consequential
The Results of a Talent Turnaround
Measuring the Talent Turnaround ’ s Success
INTRODUCTION
In early 2006, Avon Products, Inc., a global consumer products company focused on
the economic empowerment of women around the world, began the most radical
restructuring process in its 120 - year history. Driving this effort was the belief that
Avon could sustain its historically strong fi nancial performance while building the
foundation for a larger, more globally integrated organization. The proposed changes
would affect every aspect of the organization and would demand an approach to fi nd-
ing, building, and engaging talent that differed from anything tried before.
A SUCCESS - DRIVEN CHALLENGE
Avon Products is a 122 - year-old company originally founded by David H. McConnell —
a door - to - door book seller who distributed free samples of perfume as an incentive to
his customers. He soon discovered that customers were more interested in samples
of his rose oil perfumes than in his books and so, in 1886, he founded the California
Perfume Company. Renamed Avon Products in 1939, the organization steadily grew
to become a leader in the direct selling of cosmetics, fragrances, and skin care
products.
By 2005, Avon was an $8 billion company that had achieved a 10 percent cumula-
tive annu.
Memo to the C-suite: You are not the main driver of changeaccenture
Many executives believe organization change is driven from the top down. Others argue for a bottom-up approach, with change initiatives being pushed organically by employees on the front lines. Our research tells a different story.
See what we found in our research into insight-driven change, studying nearly one million change journeys across 150 global corporations.
Developing Talent To Increase Business PerformanceMonster
TALENT is the engine of business growth and long-term competitiveness. When the right capabilities are built and leveraged within an organization, results follow. Savvy managers know how to build the capabilities needed to perform today and deliver talent results needed for tomorrow’s business needs.
Talent needs to KNOW what to do, be able to do (CAN do), and WANT to do to in order to achieve organization results.
This Slideshare contains information on:
- How to build talent (the CAN do)
- How to Engage talent (the WANT to do)
- How to deliver an increase in their organization’s business performance
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
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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.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
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!
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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Mastering Change Presentation - Bay Area - July 2011
1. EXECUTIVE BRIEFING MASTERING CHANGE Building Change Capacity Based on published research by Juan Riboldi Abbott, Stringham & Lynch - San Jose, CA – July 28 2011
2. What We Do We work with innovative leaders at the most successful companies seeking for performance breakthroughs
25. The Ascent System The Enterprise System for Strategic Innovation ENVISION EVALUATE EVOLVE EMPOWER ENGAGE
26. The Ascent Profile Where is your organization now? . . . and where is it headed? Fail Thrive Maintain Survive Advance Low Trust Lack of Focus Poor Capability Weak Commitment Delayed Results Common Purpose Clear Direction Develop Capacity Inspire Commitment Achieve Results 8/2/2011 21
30. EXECUTIVE BRIEFING MASTERING CHANGE Building Change Capacity Based on published research by Juan Riboldi Abbott, Stringham & Lynch - San Jose, CA – July 28 2011
Editor's Notes
INTRO to ASCENT ADVISORBefore we jump into this presentation, tell us: What do you do at Ascent Advisor?Ascent Advisor is a management consulting firm.We work with progressive leaders at the fastest growing companies seeking for performance breakthroughsWe take organizations on The Path of Ascentto achieve significant and sustainable results while guaranteeing 4xROIWe build the organization’s capacity for mastering change in 100 days
CHANGE IS GOOD . . .We are here to learn about “Change.”We live in a world of constant change.Change is affecting all of us in many ways.In recent times the pace of change seems to be accelerating.What are some of the changes you are experiencing at work right now? Have participants share a few examples of changes at your organization Responses may include technology, competition, economy, regulation, growth, or diverse workforce Draw a circle representing your group Draw arrows pointing towards the circle, representing each type of change affecting their groupThere are many forces impacting you and your organization. Are these changes for better or worse? It depends! Not all change is necessarily for the better. Change brings opportunities as well as threatsWhat determines whether any of these changes is for better or worse? Us! It’s our choice! Build the slideDraw a person inside the circle with arrows pointing right and left. Emphasize that it is our choices that make change an opportunity or a threat. Offer one example of how we decide to turn change into an opportunity or a threat. Ask participants for examples from their personal livesBuild up to the key point: Change Is Inevitable. Growth Is Optional.
Change Is Inevitable. Growth Is Optional State the key point: Change Is Inevitable. Growth Is Optional. Comment on how change is both an opportunity and a risk depending on how we approach itThe decision to adopt a new way of doing things is to help us do our jobs better, more effectively.Adopting change is also different and requires a learning curve to master.How canour response to change affect the ultimate outcome?
Seven out of ten change initiatives fail to deliver the desired results.We ask ourselves: WHY? What makes the difference between the few that succeed and the many that struggle, or ultimately fail?
PREPARE TO RESPONDBased on the responses you anticipate, how can best engage members in your group?
READING PEOPLEWhen faced with a change like adoptingnew technology, people respond in different ways.What people say may represent just the tip of the iceberg.What they really mean is at the root of their reaction.We want to get better at reading people.Let’s review a few examples. Build one example at a time Ask someone to read “what people say” Discuss as a group what this person may really mean Go through all three cases quickly Allow for the group to start personalizing responses to their change Keep it fun and engagingConclude by saying:We need to get better at looking beyond the surface to understand what lies underneath. Build a transition to the iceberg slide
LOOKING FOR ROOT CAUSESWe must learn to look for the root causes behind people’s actions and comments.What people say and do is just the tip of the iceberg.What lies underneath reveals the root causesBy understanding the root causes we can effectively address the real concernsHere are examples of the five common roots causes hindering successBehind each of the comments above, we can trace specific types of concerns.
THE ROOT CAUSESResearch shows that all change challenges point to five root causes.People are going to respond in different ways to change.Yet their responses always point to predictable types of root causes.We call these five root causes widening gaps, because they are growing concerns in our society.In order to change effectively, we must address the root causesKnowing what to look for makes all the difference!Poll Question:Which of these root causes is affecting your organization?Low TrustLack of FocusPoor CapabilityWeak CommitmentDelayed Results
KEY POINTPeople are going to respond in different ways to change.In order to change effectively, we must address the root causes
Poll Question:To what extent is your organization on the Roller Coaster Ride, or on the Path of Ascent?Definitively riding the Roller CoasterAt times it feels like the roller coaster It depends on the change initiativeMostly going forward steadilyClearly on the Path of Ascent
Poll Question:How well is your organization applying the Ascent Principles and practices to facilitate the change process?Very Poorly – Skipped most principles and practicesPoorly – Tend to overlook several principles and practicesInconsistently – Good in some areas poorly in othersVery Well – Tend to apply all principles and practicesExcellent – Consistently follows a proven change process
Poll Question:How well is your organization applying the Ascent Principles and practices to facilitate the change process?Very Poorly – Skipped most principles and practicesPoorly – Tend to overlook several principles and practicesInconsistently – Good in some areas poorly in othersVery Well – Tend to apply all principles and practicesExcellent – Consistently follows a proven change process
Poll Question:How well is your organization applying the Ascent Principles and practices to facilitate the change process?Very Poorly – Skipped most principles and practicesPoorly – Tend to overlook several principles and practicesInconsistently – Good in some areas poorly in othersVery Well – Tend to apply all principles and practicesExcellent – Consistently follows a proven change process
ROLES OF CHANGE CHAMPIONSAs champions for change we can play various influential roles.Have participants read aloud each rolefluences the entire organizationWhat roles are you currently playing in the organization?What roles could you be playing to become a more effective champion for change? Ask participants to identify key roles they are playing as change champions Place a check mark by each of the roles you are currently playing Describe specific development actions below the roles you could be playing more effectively You may not need to set goals for each role, only those you could be doing more effectively Share your insights with a peer Discuss insights as a group
CLOSINGBring the class to a close by stating the importance of our example.Consider your daily actions:What example do you set?What cues others take from you?What do you need to change?By changing ourselves, we change how others respond to us.“Be the change you want to see happen.” Gandhi
Change Is Inevitable. Growth Is Optional State the key point: Change Is Inevitable. Growth Is Optional. Comment on how change is both an opportunity and a risk depending on how we approach itThe decision to adopt a new way of doing things is to help us do our jobs better, more effectively.Adopting change is also different and requires a learning curve to master.How canour response to change affect the ultimate outcome?